1. LOOK FOR LEADERS
When you’re hiring, keep your eyes peeled for the ones who show leadership potential, or have a desire to enter leadership positions in the future. A lot of startups hire junior staff and while it can help them grow and get to a certain point, it’s then hard to find the right leadership and they’re left struggling. If you’re intentionally hiring people that will one day easily transition into leadership, you’re saving yourself an incredible amount of money and time.
2. ACT FAST, THINK SLOW
As your business grows, there will be times you need to be agile with your recruitment processes, make snap decision and move quickly on candidates. If you meet someone you think would be perfect, quickly secure them into the business, even if the timing isn’t completely right. Talented individuals put into your business will never be a waste. Harnessing the power and habit of executing quickly while giving situations proper thought is a skill – develop it and it will bring with it many positive benefits to your business and leadership style.
3. HAVE A TRAINING + DEVELOPMENT PLAN
A lot of companies wait until they can afford training and development with all the bells and whistles, but your training plan doesn’t have to be comparable to Google or Amazons, it just has to be there. As you bring more and more people into your business, having some form of development plans and processes in place will be the thing that retains and keeps your employees on track. It also means you’re getting started on that department, and the first iteration of it is never the final version, so start small and you can build up that part of the organization as the business grows.
4. DON’T COMPROMISE
Trust us, we know building a company is stressful and the pressure is immense. There will be times in your need and rush to hire, you’ll want to compromise on a few things just to get that person in the role, but don’t. It’s okay to compromise on salary, maybe paying a little extra for the right person, but never compromise on values or cultural fit. It might seem like a solution now, but later down the line that will become a problem, trust us!
5. HAVE A ROADMAP
A clear idea of where you’re heading will keep you on course when you’re elbow deep in hiring cycles and feel like you need to hire every great person that comes along. Lay out your business objectives at the beginning, and clearly define your mile makers. Understand exactly where it is you’re trying to get to over the next six months, twelve months and twenty-four months, and refer back to it every time you’re unsure whether to make a hire or not. That roadmap will be one of your most valuable tools in making the right calls.