As we embark on a round of hires for the first time in a wee jiffy (come and work with us by the way!), we’ve been reflecting on our recruitment processes and trying to ensure everything is up to scratch.
Unfortunately, swotting up on the latest recruitment best practice is something of a minefield. For a start, contradictory advice is EVERYWHERE.
Hire slow! Hire fast! Hire… at a medium pace?
Hire for cultural fit! Hire for culture add! Hire for talent! Hire for skills!
Also, despite the world of work changing beyond recognition – from the behaviours of potential employees (eg. most millennials want to work for purpose-driven companies) to the meteoric rise of remote working – outdated cliches still abound, and are often passed on as accepted wisdom.
Added together, this can lead to confusion, turning what should be an exciting time for any business (‘new team members and potential growth wooooo!’) into something more daunting (‘hope we don’t f*** this up ahhhhhh!’).
Recruitment is almost certain to gobble up precious resources (time, money) at the best of times, but bad hiring can prove fatal, especially in the startup world. It’s no wonder so many people pass on responsibility for recruitment to a third party altogether.