Tips for Overcoming Early HR Hurdles

On the road to entrepreneurship, you’re sure to face many hurdles — biggest of all is often HR.

Between finding talent and hiring staffers to training employees and
managing their productivity, the time you spend on human resources can
be a significant drain on any fledgling startup. Moreover, if you do
make a wrong move, that distraction can not only affect your small
company’s culture it could also harm your business. Think about how
productive you’d be if you had to devote copious minutes to smoothing
over employee strife.
The best way to create continuity in your organization — and save
yourself some anguish in the process — is to hire people for the long
term who can add immediate value to your company. But one’s ability
shouldn’t be the only factor.

Here are a couple of other key considerations to make before biting the hiring bullet:

Ensure the fit, before you buy.

Attaining a culture fit should also be a top priority. Passing on a
fantastic engineer or a stellar business-development manager because
they won’t mix well with others at the company can be a smart business
decision. Yet, seeing if a candidate is a good culture fit is harder to
determine in a 30-minute interview than skill qualifications. Once a
person’s expert skill level is identified, make time to ask questions
about the job seekers’ experiences have would relate to your company’s

Of course, you’ll also need to have already identified the cultural
nuances of your company. Hiring to that mold is the surest way to build a
sustainable and productive workforce. For example, if your core
employees are music enthusiasts, beer drinkers or pride themselves on
being fashion forward, don’t just consider it a trend. Perhaps they
enjoy weekly team activities after work. Perhaps most of your employees
work odd hours, work from home or like to communicate exclusively on
Skype vs. email. You may not want to hire a candidate who prefers face

Take your time to tease out cultural fit. If possible, have team members spend time with the candidate outside of the office.