Setting up the process
According to HR Zone, the first challenge for an HR specialist in a new start-up is setting up the whole system. Who will select new employees, who authorises the choice, what is managed by the recruiter and what by managers. At the same time you must not only set up the system for recruiting new employees but also the process of onboarding, namely introduction of new employees to the workplace. Without a firmly established script and predefined processes, your recruitment will seem chaotic, non-systemic and off-putting to potential employees.
Budget
An important question for the HR system in a newly set up company is the budget that will be allocated to recruitment and activities of the HR department. Unfortunately, many company owners and managers want to see a lot for little money, so it falls to the HR specialist to "argue" with management for a higher budget by convincing them of the profitability of investments into the company's workforce.
Employer brand
Even a newly established company should think about its "HR marketing", i.e. employer brand. How do you want potential employees to see you? What benefits can you offer them, what are your priorities and how will you present yourself to candidates for vacancies at your company? Build a clearly defined, strong and well-communicated brand and much of your work within HR will be easier in the long run.
Continuous assessment of employees
The foundation for success of cooperation between company and employees is a well designed system of continuous assessment of this cooperation and the process of employee evaluation. This system must be firmly defined before you even hire the employee so that you can explain the system to them during the recruitment process.
-mm-