Business Mentor, Consultant And Trainer
Sr.executive Human Resources
Challenges in recruitment for start up or for a small company are as below:
a) Interviewers may not have mastered the interviewing skills. Asking questions is fine but are the interviewers competent to rate the quality of the reply of the job candidate? Are interviewers capable to see through the superciliousness of the candidate?
b) Inability of the company to pay salary at par with full-fledged companies.
c) Inability to attract quality candidates or experienced candidates. Job candidates prefer branded companies. The fish that are accustomed to swim in sea, they might consider start up as a oversized aquarium.
Of the above mentioned challenges, how many are applicable to your company that you would know. However, what you can do is to master interview handling skills. Secondly, it is a myth that in day to day operations, vision or mission also comes handy. Rather than vision and mission, what you need to do is first perfectly identify what kind of culture your company would like to develop. Identify what you would like to do to create a culture. Recruitment is one of the important means to foster the culture that you want.
Most of our "visionary" leaders, get obsessed with their vision and they ignore the importance of culture. In the meanwhile, over a period of time, culture forms on its own and it starts reigning the growth. Occasionally it sucks the very vision. Closure of the hi-fi start ups in the last two years is case in point.
I handle training programme on "Behavioural Interviewing". If you wish to discuss further, feel free to contact me.
11th November 2016 From India, Bangalore
If you want a company that has friendly, co-operative staff who work together towards a common goal and vision, then your interview questions need to tease out examples of working in a co-operative environment. DON'T ask people if they are able to work co-operatively, ask them to tell you about the times they worked in a team, what they did as part of that team, and what successes they had. You will eliminate 95% of candidates on that question alone.
In this example, you also need to try and identify candidates who prefer to work alone, focus only on their particular job, etc. Those people are NOT going to fit the culture, and will cause friction.
Finally, it goes without saying. Culture, like vision and everything else COMES FROM THE TOP. If management don't practice what they preach, then you are doomed. End of story.
12th November 2016 From Australia, Melbourne
There’s no denying that culture fit can bring a lot of benefits to the organization but many recruiters are taking their biases over culture fit.
I don't really count on interview questions to identify the best culture fitting candidates because we are likely to hire candidates like us or other people in your team.
Here are some questions you should ask yourself first when recruiting someone for culture fit?
1. Are you hiring this person just because he/she is like you and other people in your team?
2. Can you communicate the core values and goals that form your company through your practices?
3. Are you focusing on key skills or background when assessing the candidates?
4. Are you confusing personalities with behaviors?
5. Are you really honest to yourself when judging candidates?
Hope this helps.
18th November 2016 From Vietnam, Hanoi