Selecting HR-Specialist In A Small Company Expert Superjob
The sensational recent interview , "Secret of the firm" Oleg Tinkoff very vividly spoke about startups. Money, they say, can not be considered, a high-end ottoman Coworking can not see.
But there are other guys, I can see them. They plow for 14 hours a day, instead of a smoothie bring lunch from home and buckwheat before you hire a designer draws the buttons themselves. On the knee. When hiring each specialist traded hard, but wages are paid on time.
This text - for them. Do not read further if everyone who is working on a project, you are invited personally do not feel any discomfort. And if you caught the moment when it became clear that the work with the staff began to eat up too much time, let's look for a solution.
Why is a HR-specialist?:
Exactly the same as what any other employee - bring money to the company. You have decided to free himself from the search, selection, communication, evaluation, engaging staff. In addition to the release of their time (which is certainly more expensive than a hired expert), you get into the business a new process.
What are the requirements to it? Resources should be:
- Transparency;
- Effective;
- Scalable;
- In the end - it is cheaper.
Yes, you can call the customer and ourselves, and also make Landing. But professionally coached to work with the objections of the client manager will process more efficient. A professional designer will make Landing better. And professional HR.
And the important point - it will work with staff regularly and systematically, with a guaranteed quality standard. You will need to monitor and make decisions based on the results.
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| Selecting HR-Specialist In A Small Company Expert Superjob |
My first HR - from whom to choose:
HR-specialists are different. Look, what better corresponds to what is happening in your case.
- Recruiter - he is responsible for the process of bringing new people into addicts, conducting interviews, looking for candidates.
- Specialist HR outsourcing (KDP) - draws. People, papers, hospital, employment records, the schedule of holidays, PVTR and so on; it is like - its mission is to keep everything according to the law.
- HR Manager (HR-generalist) - and Sweden, and the reaper - he about recruiting, about the adaptation of the staff a bit about corporate events and more. In smaller companies, such a person in a single person of all HR-solve problems. Divided into two main types - with the inclusion of a range of tasks KDP, or without it.
- Others - Training Specialist, build internal communication and so on. If your company has less than 100 persons, such you just do not need it, so that this type we have today will not be considered.
How to choose:
You already are growing rapidly or you know, when you start.
You need a professional recruiter. Well, if such a specialist will also competence in other areas, but not necessarily. Above all, he should be able to find, select, engage employees to you. Successfully selling your company the best and weed out others.
The ability to deal with over time, not only on the selection of tasks can serve as an additional motivation for the recruiter: "There is now work off perfectly, and he'll be a one-time HR-director of the new Google!».
Your staff is growing rapidly, but mainly due to the base-level professionals, where applicable standard solutions in the selection and the cost of failure is low.
It is best to take a good specialist KDP possessing basic skills in the selection. It is important to you at a certain number of employees as an average. If you pick up quickly, and the process, and are wrongly - expect trouble, costing a pretty penny.
You are growing at an average rate and longer thinking that the people were at work comfortable, they are given appropriate opportunity for growth, and for you the main thing - to keep the team permanently.
Choose a hiring manager (HR-generalist) - and he will be able to conduct the first stage of selection, and make high-quality internal events to rally the team, and with adequate load - correctly to avoid legal risks.
The same people will tell you how to do so as not to have to endure extra people, so far so good, but in a crisis - cut to the quick. And, on the contrary, do not fall out of reality, calling for wage earners divide your risks just because you are a good and too much work.
The staff or freelance:
It is very simple and does not differ from that of, for example, to buy a designer. Remote employee need to limit the amount of work, when the result is good measure. For the sake of one or two jobs a month does not make sense to take a specialist on the staff - he will suffer without cause and, if adequate, - he will leave. If not - will sit and spend your money. This also applies to a recruiter and, especially, to the HR manager.
With regard to the KDP - yes, it is quite possible in the initial stage to give on outsourcing. Just remember, your immediate co-worker is much more manageable, and more quickly available. But - yes, there is work or not, will have to pay the same.
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How to evaluate:
Candidate evaluate personal qualities and motivation.
Need PHP-developers and candidate recruiter claims to have experience of selection of these experts? Let the call at least a couple of frameworks.
He declares that cope with the selection of product specialists or managers - let call and reasonable will explain what development methodology it considers more appropriate.
He considers himself an expert in the selection of rare specialists? Let listed three communities in Facebook on the selection of experts (the correct answer, you can ask your colleagues).
Personal qualities:
Here, I think, at the initial stage of the business owner has the meaning as it may seem strange to trust only your intuition. Objectives set and will take you in person. So why just resign ourselves to suffering.
Motivation:
Ask yourself the question, what your employees. Those who are already with you. For money? In order to believe in the project? For the sake of convenient office? Choose someone who will motivate the same.
Do not be afraid, when the company will start changes, this will have to work individually and in relation to all employees.
How to pay:
Definitely hold on the market, this information is open . And remember that if the applicant attract only money, and not a super-brain problems and vomiting future, then it is not a startup.
