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How One Startup Is Solving a Major HR Challenge 

Companies are always looking for new ways to attract and retain talent. Startups are doing just that by creating a platform where candidates can apply for jobs, track their interviews, store their resumes online, and more. The company’s ultimate goal is to create an app with all HR-related processes in one place. So that companies don’t have to go through the hassle of finding someone on LinkedIn or PDFs stored on Google Drive. They call it “The Ultimate Applicant Management System.” 


This blog post shares how one startup has created a platform to help solve HR problems for employers. Learn more about this company and how they’re solving major issues in human resources today! 


The Role of HR in Startups


HR is a complex area. While entrepreneurs can handle a certain amount of process on their own, it can be a deadly drain for their time and energy. One of the areas where an effective HR department can be effective is to ensure that the administrative aspects of recruitment and employment are managed smoothly. So that the leadership can focus their resources on other areas. 


One of the biggest HR challenges is keeping employees happy in their jobs, whether you’re running a startup or running any other type of organization. Creating an environment where employees want to work helps employees retain morale.


HR can help create a better workplace environment by establishing trust building policies between employees and employers, creating a culture where employees feel comfortable having open, honest conversations. It takes time and investment to make sure your employees are happy. And, says that happy employees are 20-37 percent more productive than unhappy ones!


Challenges & Possible Success Stories 


Startups look for employees who can be multi tasking, charge takers, and get the job done. Companies of this new era are not dragged by the bureaucracy and only focus on their core competencies. To build and run this kind of ‘agile’ work culture, startups have different needs in the human resource process and therefore the HR challenges that they face.


Let’s take a look at some human resource challenges that startups typically face and how they can be addressed! 


Lack of buy-in from management

Startups as the name implies, start risky and engage in management solutions/services and business development. Given other priorities in management, HR functions are seen as an unnecessary expense that does not immediately contribute to the company’s revenue or profits. Management may generally be reluctant to invest time and resources in the HR process and limit HR to focus on asset recruitment. 


Since buying management for HR costs can be a challenge for startup companies, the HR department needs to explain why they are important and valuable for management. Before buying management, HRs need to come up with a solid plan on what changes need to be made and how the plan will be run with data to support their claims.


Startup management needs to understand the importance of good HR processes in organizational culture, employee alignment, employee performance adjustment, and so on. The role of human resource managers in identifying such complex processes and understanding management in implementing them. 


This plan should be consistent with the goals of the short and long term company. Presenting information in this way is a great way to buy management with a clear plan.


Making Performance Alignment 

Startups operate with limited resources. It may have a view that any HR or staff issues can be managed when they are harvested. Most startups leave the documentation process for their HR policies and create them when they face employee challenges. Similarly, adjusting employee performance with the organization does not seem necessary due to the small size of the team. 


An emerging business has a business plan, mission, goals, and even working methods carefully detailed – why not invest in establishing company policies for employees? Outlining policies and procedures can help eliminate many confusions and keep business practices integrated. The details of policies and procedures need not be too long – a general guide that details employee behavior, policies, and performance expectations. 


Startups are more technological, they should invest in a modern day digital performance management system that ensures that its employee performance is consistent with the company’s goals and its policies. This becomes quite critical in terms of rapid business growth and the absence of such an arrangement can lead to limitations.


Feedback System

Like other HR challenges, processes like the feedback system are kept ‘later’ because other things get priority. When startups focus on hiring people who are good at their job, they have no formal response system that can provide employees with timely input on their performance or otherwise. Failure to collect and deliver feedback can lead to a disconnect between employees and management and loss of productivity.


A digital performance management system will allow startup management to evaluate employee performance and provide feedback. This can be critical in the design of the timely intervention. It will also provide an effective solution for continuous delivery and response to improve the overall organizational communication system.


Job and culture Fitment 

Recruitment is the first step that can give success or break to the journey of a potential employee in your organization. With the rapid recruitment process due to the growing demand for human capital, job and culture suitability assessments are being limited to a few rounds or a few hours of discussions, meetings, and interviews. While this can be an advantage in speeding up your recruitment process, there remains a risk of incorrect or incorrect mapping of the candidate’s skills in the job role and organization culture. This is leading to higher degradation rates and lower employee tenure of the company.


The first and foremost step in tackling this challenge is a proper and effective screening of candidates. An organization needs to have clarity about exactly what a candidate of a particular profile needs. Identify forums/sites/roads that fit most people, if not all of these requirements, and post their job openings there. 


It will take care of most applications that are suitable for the job. During face-to-face discussions, the role-play will ensure a similar assessment of the culture. Contractual arrangements for examination deadlines or roles ensure that there is sufficient “safe” time to evaluate the suitability and contract of the candidate and the organization.


Data security and integrity

Information leaks affect a company’s reputation and an organization’s future success. Money stops at HR for data protection and integrity and this is not the only responsibility of IT. It is HR’s responsibility to manage and maintain data security without compromising employee freedom and privacy.


An organization should be regularly audited for data protection practices so that all departments and their security systems can keep data safe. Awareness of employees about data integrity standards and best practices, such as password rules, desktop rules, phishing emails, etc., should be the main focus. In addition, it needs to formulate strong data protection policies and procedures for regular training of staff.


The organization’s off-boarding process needs to be strong and detailed, including all declarations and checkpoints related to intellectual property and privacy.


Employees are the face of an organization, its most powerful ambassador and HR’s responsibility is to ensure employee experience and satisfaction as well as professional alignment and progress. Thus the time has come for organizations to realize that their energy lies in human resources and actively take steps in the right direction.


Leadership development

Lack of leadership grooming leads to employer-employee conflicts and disagreements and an unhealthy work environment, thus affecting employee morale and satisfaction and ultimately affecting the organization’s goals.


An organization must develop an education and development strategy that includes all levels in the organizational chart. Training, mentoring, and legacy planning for leaders should be as important as they are for other employees. 


Although technical aspects can be self-taught, soft skills, such as difficult conversations, providing developmental feedback, meeting management, etc., need to be taught by experienced, exposure, and feedback.


To avoid the risk of losing leaders to give ambition and other organizations a bigger role with greater opportunities, organizations need to show leaders the way forward and what the organization expects for them shortly, financially and professionally.


Learning Sessions and Success Planning

High skills and continuous education are crucial for the growth of an employee and success in an organization. These days, organizations are finding it difficult to keep up with the constant learning and development environment and the growing ambitions of employees due to a lack of time. With the need for rapid growth and advancement, it is becoming difficult for all employees to plan inheritance and growth pathways. With fewer positions at the top, being able to generate interest and attraction in those positions and providing adequate opportunities is a big concern for HR.


The key to effective training and development is to identify pieces of training related to an employee’s current or future role. In addition, it helps to use practical rather than theoretical methods for training. 


Current Affairs, new and effective way of training around a case study, role-play, debate, etc. With the advancement of technology, online training spreads over the long term and helps employees meet the challenges of the time given from home. Cross-training and cross-skilling can work to create opportunities for lateral progression to effective legacy planning.


The Benefits Of Their Solution

Problem solving at work refers to a person’s ability to deal with difficult or unexpected situations and find solutions to complex business challenges. Employees with exceptional problem-solving abilities will carefully analyze the problem, identify a range of possible solutions, and accurately identify the most effective of the solutions available to remedy the situation.


Finding effective solutions to the key business problems that depend on the employee in that complex task is the surest that face 21st century business equipped to deal with modern problems.


Finishing Up


We hope this post has helped you to understand what successful startups need to grow. As a startup company, it can be difficult to find the right talent for your team when you are just starting and lack experience. Hired is solving one of HR’s biggest challenges by making it easy and cost effective to hire quickly from their database of qualified candidates who meet your needs. They currently focus on tech companies but will soon expand into other industries as well. If any part of this blog post was unclear or if there is anything else we can help with, please feel free to reach out!


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