Start-Up HR Advice That Could Save Your Business

Some good advice for your business

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So, your start-up seems like it’s well on its way. You’ve got a great idea, you’ve secured the funds you need to get it off the ground, and have some vendors ready to accept your product. Something’s missing though; people! Sooner or later, you’re going to need at least some employees to keep your business ticking. Here’s some valuable HR advice for your start-up.

The importance of company culture

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First and foremost, define the company culture. Some people will try to tell you that this has very little to do with building a successful company. Do not listen to them! Without a definite company culture, you’ll end up with a company that flounders in its identity, and gains and loses customers with erratic patterns. If you use your company culture as a central part of your recruitment drive, you’ll build a workforce that really takes you places. So, what kind of company are you going to build? Will you be characteristically young, indie, and made for the young everyman, or are you thinking of something more elite and formal? Defining a company culture can be tough, so it may be a good idea to hire in an HR consultancy from day one. However you go about it, set out your company culture before you post a single job ad.

Company fit

Now that you have a profile, your next step is finding people who are going to fit in at your company. This may sound obvious, yet far too many start-up owners are guilty of neglecting it. In the rushing chaos that comes with starting a business, some employers fall into a panic, and hire almost anyone who’s qualified for a role. Do this, and you’ll live to regret it. Think about your potential employee pool here. You’re probably not bringing in enough revenue to hire hundreds of professionals. With a small workforce, if an employee who’s a bad fit starts damaging the business, there won’t be anyone there to pick up the slack. This can halt your growth, and possibly derail the whole business. Before every hire, no matter how much you need staff, make sure they’re a good fit for the company culture.

Finally, make sure to start a handbook or equivalent. If you’re young enough, then the phrase “employee handbook” may sound pretty alien to you. This is basically where everything tied to your HR is going to be recorded. Paid vacations, sick leave, employee conduct and the policies enforcing it are all there. Whether you have one employee or one thousand, these kinds of records are an absolute necessity. If you’re too slack with it, and your staff don’t get enough of a Big Brother sense, then sooner or later people will begin taking advantage of loopholes, and areas where you’re obviously more lax. Get an employee handbook, or find some trusted HR software you can use to keep track of everyone working for you.

As you start to hire people to your business, be sure to keep this advice in mind. HR can be hard to manage, but it’s one more part of a successful business.

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