HR
- Identify the talent needed to perform the job:
- Make to be compliant to prevailing laws
- Clear job description
- Determine if it is new position or Replacement Position
- Always perform reference check before extending offer
- Clearly understand selection criteria
Startups
- Create top down organizational chart with titles and responsibilities before starting recruitment
- Clearly define Who to hire and when
- For each role create a detailed job description
- Top roles to be prioritized: Product Development Director, Marketing Management, Sales Management, Customer Success Management, Human Resource Management, Accounting & Payroll Management
- Selection between permanent employees, self-employed staff or freelancers
Do’s for Employers:
- Adopt a scoring system
- Take notes during interviews to refer later
- Adopt uniform approach in asking questions
- Ensure interviewing staff is trained for employment equality legislation and the issues surrounding unconscious bias in interviewing candidates
- Do read the candidates resume before the interview
Dont’s for Employers:
- Never ask questions dealing with
- • Marital status
- • Age
- • Ethnic origin
- • Religion
- • Sexual orientation
- • Disability
- • Veteran status
- • Race
- Don’t let inexperienced staff handle the initial screening and interview process