Startup Handbook: How to Convert Your Idea Into a Profitable Business by Kovalova-Woods Lucy

Author:Kovalova-Woods, Lucy [Kovalova-Woods, Lucy]
Language: eng
Format: epub
Publisher: WKG Strategy
Published: 2020-09-09T16:00:00+00:00

Evaluation

Development

Management

Recruitment is a process of finding correct employees/team members and making a reasonable and attractive offer to them. This will allow you to engage the right professionals in your project.

This stage will include search through resumes, analysis of every persons’ background, and making optimal choices of candidates for interview.

You can use a Skype/Zoom or phone interview. It is sometimes better to meet your candidate in person, but COVID-19 has changed this approach, many more employers switching to digital processes and remote positions.

Funny enough - there’re a lot of stories about the interviews; from both employer and candidate sides. It is definitely more informative to meet the candidate in person, so at least try to keep a video interview as a non-negotiable rule.

Once you decided on what do you need from which position, prepared job descriptions, lists of responsibilities, you may proceed and make offers to candidates you think are the best fit for your open positions. You should make your choice based on all the factors - background, interview results, tests (if applicable), references, etc.

Evaluation. It is a process of persons’(candidate) evaluation, including personal and professional characteristics. In the previous stage, you had checked the background and interviewed the candidate. Still, the evaluation will also go through the start period (probation period, trial, if you have one) of the candidates’ work.

Is this candidate competent enough? Are the tasks completed correctly, the way you need it? Were the deadlines met? Was there enough initiative? Is the candidate self-starter? What wasn’t achieved (according to expectations and instructions)? And so on. Based on this and data from the first stage, you will clearly see, whenever it makes sense to proceed with this candidate on this position or not.

Development. Once you’ve chosen the right candidate and he/she passed a probation period, there’s always room for improvement - development – mentoring inside or outside the company. You can use additional trainings, conferences for experience exchange, new possibilities offers, etc. Please note that corporate culture training, orientation training should be completed on the previous stage; this one is to develop better skills, improve motivations, team collaborations, etc.

Management. You need to manage all the processes inside your project/company, as well as manage people inside. Now, you will hear a lot - do not manage, but lead, lead by example, and so on. The fact is still the fact - you will need to manage, no exceptions. Everyone in your organization needs to know what tasks are their responsibility, what are the expectations, company’s and team’s goals and strategic directions, what task could be referred to what other departments, how to communicate (what is a company’s internal communication processes), the deadlines, etc.

If you have all of the processes in place, everything documented, formalized, and well-organized – congratulations – you have your right team members with the right motivation. And your management system is working correctly. Always aim for excellence.

Same time keep an eye on the results and check on the processes from time to time. Even an excellent team and structure can present glitches.

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