Prepare a list of required positions
Don’t rush to hire everyone right away, from an HR specialist to an office manager. If you just enter the market, you can limit yourself to the minimum number of employees: just as many employees as you need to keep the company running and not going into the red. Identify key areas of activity that help keep your business afloat. Look for employees for these vacancies first, and you can recruit the rest as the company grows.
For example, you are going to open an online store. You need to create a convenient and attractive website, fill it with high-quality product photos with a clear and competent description, and also explain to the buyer what delivery and payment options are available. Customers will still have questions, so you can’t do without a contact phone number with a patient operator. It is also ideal to strengthen communication by chatting on the site. To attract new customers, a store needs to be advertised, for example, using a social media page, so an experienced SMM specialist will also come in handy.
Explore competitors’ jobs
And no, this is not espionage, but an absolutely normal practice. If you have no idea where to start looking for employees, it’s better to follow the example of other companies in your industry.
Job analysis will help determine an approximate salary level in order to offer applicants a specific amount, rather than feed them with promises like “interview salary”. In other people’s job ads, you can also see the bonuses they offer candidates. Additional offers are not limited to voluntary insurance and gym fees. Bonuses may include discounts on your company’s products, free lunches at the office, reimbursement for travel expenses or even delivery by official transport.
Studying other people’s vacancies will help you check whether your requirements are adequate. No one forbids looking for a superman who will combine the duties of a sales specialist, technical support officer and courier for 12 hours five days a week with a salary of up to 15,000 rubles, but it’s still better to be closer to reality.
Create an attractive ad
“A young and dynamic company is looking for a competent and stress-resistant specialist to solve a wide range of problems” is an excellent start for a vacancy that no one will apply for. The labor market is called a market for a reason: in order for your offer to be responded to, it must be clear and understandable, otherwise the applicant will pass by.
Here’s what a good job must have:
Job title. “Sales manager” and “copywriter” are too vague options. Specify what exactly your future employee will have to deal with. The requirements for a home appliance sales manager are different from those for a Korean cosmetics store seller. And a copywriter who has written about parenting and education will find it difficult to switch to texts about reinforced concrete structures.
A description of the tasks that the employee must solve. For a sales manager, this can be communicating with customers, billing, and controlling payments. The duties of a technical support specialist include processing customer requests, advising on the company’s services and placing orders. It is better to refrain from phrases like “following the instructions of the immediate supervisor”: how does an employee know what this supervisor will think of?
A short story about the company. You don’t need to go into a lengthy description of the unique mission of your business; just tell us what the company does, how long it has been on the market, and why you should choose it among dozens of competitors. Perhaps you don’t have a dress code in your office, you have a special lounge, or once a week all employees take a break from work and devote their whole day to self-development and discussing interesting projects. If so, feel free to mention all this in the ad.
Approximate salary level and bonuses. Respect applicants. It is unlikely that they will be happy if they take the time to interview, and the salary offered is much lower than expected. Don’t forget about additional benefits, whether it’s corporate training, a flexible schedule or a scooter in the office.
Contact details. It’s not just about the phone. Leave your email address where you can upload your resume or test assignment and share the company’s pages on social networks. This way, the candidate will be able to estimate whether your company is right for him even before meeting you in person.
Consider what responsibilities to outsource
Working with outside experts is a good idea for starting a business. A qualified employee on staff will be expensive, so it’s better to hire them when needed, rather than paying for them to just come to the office every day and sit at the computer for 8 hours.
In the first paragraph, we advised you to compile a list of tasks that require full-time specialists. It’s time to study it again and add to these tasks those that can be easily outsourced to employees.
For example, it makes no sense for a novice online store to employ an accountant, delivery workers and a developer. Reporting can be assigned to a freelance accountant, the delivery of products to a courier service, and to create a website, you should look for a team of developers and designers, provided that they can be contacted in the future if there are problems with the site. It is also better to find the contacts of a professional photographer in order to occasionally instruct him to shoot products for the catalog.
Find remote employees
This option is suitable when you need an employee not only occasionally, but for a permanent job, but you won’t find a suitable specialist in your city. Remote work gives you a greater variety of options: there is a chance to find a master of your craft, rather than choose from the available resumes what at least somehow meets your requirements.
For a small company, remote work is a good way to save money when every penny counts. Instead of spending money on office rent, internet and free coffee and cookies, invest this money in paying top professionals. You can even assemble an entire team of remote workers.
Don’t worry that employees who work outside the office will be difficult to manage. To keep track of how they are doing, you can use time trackers and corporate messengers, and set tasks through cloud services for project management. Finally, no one prevents you from sometimes arranging video conferences so that your employees can chat live.
Source: https://lifehacker.ru/kak-s-nulya-sobrat-komandu/
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