HR Tips for a Growing Startup

The following is a sample article written by ContentWriters for a client in the business industry. 

As the CEO of a young startup, it can be tempting to avoid the added expense of hiring more staff, and instead continuing to wear every hat in your company by yourself. But deferring new team additions can cost you more in the long run when you lack the technical expertise needed to scale your business. Rather than feeling overwhelmed by this new responsibility of hiring and managing others, take note of these key tips to successfully grow your staff and your business. 

Finding Applicants: Hire Passionate Experts 

No matter what position you're trying to fill, whether it's a web developer or a sales manager, expertise is not a deciding factor alone. In fact, having the right skills should be a given for any applicant worth interviewing. What a startup needs is an expert with the right attitude. Working at a startup isn't like working at any other type of company. The environment is much more ambiguous and constantly changing. That's why you need to surround yourself with people who can not only cope, but thrive in these conditions. Hire passionate people who love to succeed, and your company will do the same.

Getting a Yes: Offer the Right Benefits

Your budget might be tight when you first start expanding beyond you and your co-founder, but it won't behoove you to be stingy when it comes to employee benefits. The best staff members are in high demand, so you need an attractive package to get them to accept your offer. It doesn't need to be entirely comprehensive, but you do need to offer something that shows you appreciate your staff. Think outside the box with ideas like flexible scheduling, commuter passes, or paid time off for volunteering. 

Keeping Staff: Create a Company Culture

The type of environment you create in your startup can be the deciding factor in employee satisfaction. However, you envision your company, model that behavior yourself and your staff will follow suit. If you're ok with long lunches as while objectives are still being met, let them know. If you prefer to be strict with hours worked, make sure you're in the office yourself from 9-5. You don't have to figure it out all at once, but as you do, incorporate the rules into an employee handbook. That protects both you and your employees in the event of a misunderstanding over conduct. 

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