The right way to onboard new hires for your startup
June 8, 2021
In this episode, we talk about the right ways to start onboarding your new hires before they even come into your organization.
Do the people in your team understand your vision? In the previous episode, we talked about how to make the right hiring decisions for your startup, and in this episode, we'll talk about the right ways to start onboarding your new hires before they even come into your organization.
And one of the things that you have to be cognizant of when you're hiring is does this person get it? Does this person see the vision? Does this person know where your business is at right now, where you've been and where you're going? So to answer all these questions, all of these questions should actually be in your job description when you put out the job description, because this gives a candidate a better idea of what they're getting themselves into, and they can see if it's the right fit for them. That way, you're not wasting your time interviewing people that is not a right fit. They know exactly where your company is, where you're going, and they can envision themselves on how they fit.
So for you to be able to do this and be able to outline your vision, here are a few things that you should have in your job description. One you should have when your business actually started. So how old is your business? And this will give you, this will give your candidate an idea on whether it's a young company and mature company where the direction of this company is going. What is the stability like, et cetera? And different people value different things. Some people want to work with a young company that is a startup and they're moving fast and they're breaking things and other people, they value stability and the value something that's already been there and they don't want to take on any risk. So they're looking for something a little bit more of a church. So this is how this information helps your candidate.
Then, they should also know what your business does. A lot of times, Just in the job description area, employers will put what the position is about and what the team is about and what the project is about. But it's really difficult to understand how whatever someone is doing for a project, how this carries over to what the business actually does. So it's important for you to outline what your business does, not just the project or the team that you're putting together. And then who is your ideal client? This is one of the most important things because if we are focused especially on building vertical startups, where we are hyper-focused on delivering value to a very specific niche, then the ideal client is important. And everyone that you hire should be on board with who your customer is. Because if they don't like your customers then your customers aren't gonna be happy, they're not gonna be happy and that's the whole adage, right. If you don't like your customers, you're not gonna be happy. So put down who your ideal customer is, who you're actually looking for and that way, whoever you're hiring, they'll have a better idea on who you're trying to target and whether it's a good fit for them or not.
You also want to add your revenue and sales numbers and explain where you are, where you've been and where you're trying to go. And this will kind of help the candidates see your shorter-term like midterm, long-term vision and they'll be able to see a couple of years out exactly where you're trying to go and where they fit in and they'll see whether you're moving fast enough for them, whether it's going to be too slow. They can start aligning their future with your future and it just provides better context to help each other know that you're getting the right person in the right seat and then finally put in what you're struggling with what you're doing well and what you're struggling with. Because this will help the candidate know exactly where they can chime in. If they know what your challenges are and they feel like this is something where they have a few tricks up their sleeve, then they're gonna be more motivated to start working for you and working with your team.
And if you're not struggling with something and this is... Let me back up a little bit. So one of the things that I see with hires is they try to fix problems that aren't even problems and this is probably because I've previously done a bad job in describing what our challenges are. So you have these employees trying to fix things that aren't even challenges because they don't know that we've already fixed it. We've already covered it. What they think is they have good intentions and they want to help solve challenges that they see, not knowing that we already have the solutions for it. So it's really good just to spell this out and let people know what you're doing well and what you're struggling with because this will help you get the help that you need for your startup.
So this is how you make sure that you're getting the right people and they actually see your vision and they know that they're putting themselves into the right type of company. One of the worst things that can happen is you get a brand new job and you realize you made a huge mistake because you didn't have all the information in front of you. And thing is candidates, they don't know to ask all these questions right? We're just looking for jobs and we don't know what the job is. We. The job might sound cool, the job description might sound cool. But without this information on where your business is, where it was and where it's moving, it's really difficult for them to know how they fit in. So I hope this helps. This is Robin Copernicus. Boom. Bam. I'm out.
Continue your journey with me on my other channels:
And one of the things that you have to be cognizant of when you're hiring is does this person get it? Does this person see the vision? Does this person know where your business is at right now, where you've been and where you're going? So to answer all these questions, all of these questions should actually be in your job description when you put out the job description, because this gives a candidate a better idea of what they're getting themselves into, and they can see if it's the right fit for them. That way, you're not wasting your time interviewing people that is not a right fit. They know exactly where your company is, where you're going, and they can envision themselves on how they fit.
So for you to be able to do this and be able to outline your vision, here are a few things that you should have in your job description. One you should have when your business actually started. So how old is your business? And this will give you, this will give your candidate an idea on whether it's a young company and mature company where the direction of this company is going. What is the stability like, et cetera? And different people value different things. Some people want to work with a young company that is a startup and they're moving fast and they're breaking things and other people, they value stability and the value something that's already been there and they don't want to take on any risk. So they're looking for something a little bit more of a church. So this is how this information helps your candidate.
Then, they should also know what your business does. A lot of times, Just in the job description area, employers will put what the position is about and what the team is about and what the project is about. But it's really difficult to understand how whatever someone is doing for a project, how this carries over to what the business actually does. So it's important for you to outline what your business does, not just the project or the team that you're putting together. And then who is your ideal client? This is one of the most important things because if we are focused especially on building vertical startups, where we are hyper-focused on delivering value to a very specific niche, then the ideal client is important. And everyone that you hire should be on board with who your customer is. Because if they don't like your customers then your customers aren't gonna be happy, they're not gonna be happy and that's the whole adage, right. If you don't like your customers, you're not gonna be happy. So put down who your ideal customer is, who you're actually looking for and that way, whoever you're hiring, they'll have a better idea on who you're trying to target and whether it's a good fit for them or not.
You also want to add your revenue and sales numbers and explain where you are, where you've been and where you're trying to go. And this will kind of help the candidates see your shorter-term like midterm, long-term vision and they'll be able to see a couple of years out exactly where you're trying to go and where they fit in and they'll see whether you're moving fast enough for them, whether it's going to be too slow. They can start aligning their future with your future and it just provides better context to help each other know that you're getting the right person in the right seat and then finally put in what you're struggling with what you're doing well and what you're struggling with. Because this will help the candidate know exactly where they can chime in. If they know what your challenges are and they feel like this is something where they have a few tricks up their sleeve, then they're gonna be more motivated to start working for you and working with your team.
And if you're not struggling with something and this is... Let me back up a little bit. So one of the things that I see with hires is they try to fix problems that aren't even problems and this is probably because I've previously done a bad job in describing what our challenges are. So you have these employees trying to fix things that aren't even challenges because they don't know that we've already fixed it. We've already covered it. What they think is they have good intentions and they want to help solve challenges that they see, not knowing that we already have the solutions for it. So it's really good just to spell this out and let people know what you're doing well and what you're struggling with because this will help you get the help that you need for your startup.
So this is how you make sure that you're getting the right people and they actually see your vision and they know that they're putting themselves into the right type of company. One of the worst things that can happen is you get a brand new job and you realize you made a huge mistake because you didn't have all the information in front of you. And thing is candidates, they don't know to ask all these questions right? We're just looking for jobs and we don't know what the job is. We. The job might sound cool, the job description might sound cool. But without this information on where your business is, where it was and where it's moving, it's really difficult for them to know how they fit in. So I hope this helps. This is Robin Copernicus. Boom. Bam. I'm out.
Continue your journey with me on my other channels:
Follow Me
Instagram: https://robin.ws/instagram
Facebook: https://robin.ws/fb-page
YouTube: https://robin.ws/youtube
Visionaries Group: https://robin.ws/group
Clubhouse: @rbn - https://robin.ws/clubhouse
Facebook: https://robin.ws/fb-page
YouTube: https://robin.ws/youtube
Visionaries Group: https://robin.ws/group
Clubhouse: @rbn - https://robin.ws/clubhouse
Book: https://mvmbook.com
Book a Call: