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hiring process

Talent and HR News Weekly Roundup: Hiring

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Talent and HR News Weekly Roundup: Hiring

From Gen Z to IT, we’re sharing the latest hiring news and insight. Enjoy!

1) Forget Millennials. Are You Ready to Hire Generation Z? from Fortune

“As head of recruiting for the Americas at audit-and-consulting powerhouse EY (formerly Ernst & Young), Black has taken a close look at what Millennials’ younger brothers and sisters are hoping to find in their first jobs. For one thing, he’s met and chatted with many of the almost 4,000 interns working at EY this summer; and the firm recently surveyed 3,200 Gen Zers worldwide about what kind of company they’d feel most comfortable working for. Black also hosted a series of informal “town hall” gatherings on college campuses, inviting college students and local high school kids to talk about how they see their futures. “This is not a shy bunch,” he says. “They’re much more confident and assertive about their goals, and a lot more knowledgeable about employers, than Millennials were at the same age."

Here’s a complete guide for employers on the youngest generation entering the workforce...”

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Talent and HR News Weekly Roundup: Hiring

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Talent and HR News Weekly Roundup: Hiring

This week's Talent and HR News Weekly Roundup features the latest thinking on hiring. There are lots of different perspectives below - enjoy!

1) How to Streamline Your Hiring Process and Attract the best team from Betterteam

"Want to make sure your company grows and keeps growing? Hope to enjoy working with your colleagues instead of dreading it? Trying to save time sifting through applicants? Get the right hiring process in place, and all of this will come together. Get the wrong one in place, or march forward without one, and it’ll cost you. Literally, as in tens thousands of dollars or more. Rather than hoping that each hire will work out, or trying to turn bad hires into good ones, build a solid hiring process - a system that creates a continuous pipeline of great employees. An effective hiring process will help you hire at the right moment, get more qualified applicants and save time by screening out unqualified ones. It’ll help you get the best applicants hired and keep them longer."

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Talent and HR News Weekly Update: Tips for Making the Right Hiring Decisions

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Talent and HR News Weekly Update: Tips for Making the Right Hiring Decisions

Probably one of the hardest business decisions is a hiring decision. There are so many variables to consider, and it's an expensive commitment. Some people rely on their gut, some pepople rely on more quantitative criteria. Whatever your method, here are some tips for making the right hiring decisions.

1) Old School Tools And Techniques Can't Win Today's Talent War from Forbes

"Think about the talent contests that are so popular on TV these days. They’re entertaining, but they bear no resemblance to the way the world really works. In those shows, individuals vie for the privilege of winning over an elite panel of experts. In the real world, organizations are vying for talent that’s all too scarce and growing scarcer. Why? Demographics are shifting; automation is eliminating most rote tasks, allowing people to do more of what they’re best at; and organizations are looking to expand globally while maintaining the same high standards they established at home."

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Caring About Employees Isn't a Talent Strategy

Almost every founder has the same mentality: talent can make or break your business. From finding the best talent to maintaining a strong culture, founders regularly wax poetic about how much they care about their people and their culture. We all know that people and culture matter. The real question is what are you doing about it? 

Founders and leadership teams talk culture and people but rarely have an actual strategy in place.  They’ve got values, cool perks, and equity packages to offer.  But ask what the strategy is, and they fall silent.

Let me be clear: caring about employees isn’t a talent strategy. Imagine if you rolled out new product features just because you thought they’d make your users happy. Engineers everywhere know there has to be a roadmap.  You don’t add new features to make users happy if they’re not part of a plan to grow your user base or you know they’ll be outdated in six months.  Product development conversations are tied to revenue, growth and vision.

So why don’t startup leaders think about talent in the same way? Founders and investors don’t know how. But when they do, it changes everything.

Enter Dan Berger, CEO of Social Tables. Unlike most founders, Dan has both work experience in HR and has sought out mentors with HR experience. He uses terms like “hiring yield” and “employer of choice” regularly in conversation. More importantly, he doesn’t just care about his employees and culture. He can answer the question, “What are you doing about it?”

Social Tables is putting rigor into their hiring process. They’re starting to track employee satisfaction and aligning business goals directly with individual employee performance. They’re building out a competency model for their sales team so they can hire, coach and develop around specific success drivers.

Sound too corporate? Too formal? Too focused for a startup that should be spending time on product and growth. Try again and ...

Read the rest of this post over on Tech Cocktail.

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This post originally appeared on TechCocktail written by Susan LaMotte, the founder of exaqueo. A workforce consultancy, exaqueo helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.

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How to Hire for a Startup

How to Hire for a StartupIt's a pivotal moment, really. The point when you finally hit the magic budget number and you can add to your startup team. But chances are you have no idea how to hire. No offense, but it's true. Sure, you've worked in companies before and added to your team. You've interviewed before. How hard can it be? Talent is one of the biggest challenges in startups -- and most of us know how much it matters but we don't make any effort to learn how to hire for a startup.

Hiring can be one of the most important -- and oft overlooked parts -- of any startup or high-growth business. It seems easy: write a job description, post it and wait for the masses to apply. Interviews are just conversations and offers are easy. Who wouldn't want to work for you?  But, there's so much more to it, and as a leader, it's your duty to know the major aspects of your business -- especially before you're able to hire all of the experts in sales, marketing, finance, product development, engineering, etc. You may still be doing some of that on your own.

And recruiting? Well, sure, you can farm it out to an agency. But if talent is one of the most important ingredients to your growth, don't you want to own the process (and save money)?

Here's how to hire for a startup:

Know the Legal Basics

It's really important to know what laws apply to you before hiring. There are federal and state laws (depending on where your company is based), laws that apply to companies based on size and those that apply to companies with federal contracts.

You also can't discriminate against a job applicant or an employee because of the person's race, color, religion, gender (including pregnancy), national origin, age (40 or older), disability or genetic information. Some states also laws that prohibit discrimination based on sexual orientation.  A basic legal immersion for you and your leadership team can help to minimize risk.

Understand Your Finances

Can you afford that next hire or hires? You don't know until you really run the numbers.

You need to have a good sense of fair market value for compensation (see the "Know the Numbers" section in this post I wrote for The Daily Muse), and then add 20%. You're not paying them more, but an employee typically costs about 20% more than their salary once you factor in additional costs, such as benefits, taxes and insurance.

Budget first before jumping to post that job description.

Be Clear About Roles

Speaking of job descriptions, you may be eager to share how cool your startup is, and how much fun the team has together. That's all good, but what really matters is the jobs themselves.

Candidates want to know what they'll be doing and what a typical day might look like.  You don't have to describe every specific task but even if the role has some ambiguity, spell out major responsibilities so expectations are clear. The best job descriptions include responsibilities, behaviors (how the successful candidate might behave or handle certain situations), what the company culture is like (strengths and weaknesses), and future prospects for both the position and the company.

It may be tempting to get cheeky or creative, but don't do it at the expense of the job itself. Otherwise you'll be wading through hundreds of resumes attracted to the cheeky instead of the work -- many of whom won't be qualified.

Create a Defined Hiring Process

What are the steps in your hiring process? It's important to be clear, define each step and the desired outcome. If you're doing phone screens, what are you hoping to learn in order to determine who moves forward?

Don't let interviewers ask whatever they want either. Have a set of questions that clearly gets at the job itself -- both skills (Do candidates have the level of programming proficiency they claim?) and behaviors (When a crisis happens the day before a major launch, how would they handle it?).

It's important to ensure that you never ask any questions that address:  arrest records, garnishment records, marital status, child-care provisions, pregnancy or plans for future childbearing, physical or mental disabilities, age, nationality, race or ancestry.

And ask similar questions of all candidates so you can compare them fairly.

Create Clear Rules for Selection

I once had a startup leader tell me she hires with her gut. Don't do that, ever. It's risky, unfair and leads to bad-fit decisions.

Instead, have a defined set of criteria to determine who moves forward in the hiring process and why. Compare candidates to that set of criteria rather than to each other. Who's the better fit?

And if you're doing background or reference checks as part of the hiring process, make sure you get permission from the candidates to do so.

Ask for Help, But Don't Pass Off Responsibility

You've got an accountant to do your taxes, programmers to make sure your product launches successfully and a sales manager to drive revenue. Why are you trying to create a recruiting strategy alone?

It's not to say you can't recruit yourself -- you CAN. But get some guidance and advice to create a hiring process that works for your business and your market.

On the flip side, don't just hand off the process to an outside agency. This is YOUR company. You have to have a vested interest in the process and a long-term stake in the game. Agencies can be expensive, and it's hard for them to really get to know your business.

Want more help and guidance on this topic or a list of laws to consider? Contact us and we're happy to help.

exaqueo is a human resources consultancy that helps startups and high-growth companies build their cultures, employer brands and talent strategies. Contact us to learn more about how we can help you build a workforce that’s aligned with your company culture and develop an employer brand that will allow your business to grow in the right way.

 

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