We are considering HR for Startups because Entrepreneurs often have a hang of their business model and development process etc. but they rarely have the same level of understanding on workforce planning.

Individuals are the backbone of any organization, and when you’re a little group, they matter considerably more. You need to hire top talent and create a working environment that encourages each employee to perform at their best if you want to realize your vision.

Human resources management and the hiring process are often overlooked by startup founders. However, you must plan for your workforce if you want to transform a game-changing idea into scalable, repeatable business success.

Best strategy, HR for startups Early consideration of HR procedures is essential. Predicting your team’s growth, creating a compensation budget, and laying the groundwork for a vibrant and productive workplace culture are all important components of a successful HR strategy.

Specifically, your HR policies define and aid in the implementation of: your organization’s structure, performance management, recruitment and hiring procedures, employee surveys and feedback, training, compliance with the law, compensation for workers, and benefits for employees are all important factors in employee retention. Although you do not need an entire HR department, you should have at least one person. Instead of delegating HR responsibilities to a different position, it is also advantageous to hire someone with HR expertise.

An HR advisor can help you find the right people, organize the interview process, and negotiate offers to keep employees for the long run. You might want to think about hiring a consultant to assist you in developing a fundamental hiring strategy and ensuring that you are in compliance with federal employer requirements if you do not have the resources to hire a full-time HR manager. There is opportunity for training.

HR for Startup, 6 best practices

1. Sort out essential documents and legal compliance Before you start hiring employees, you need to think about whether you are in compliance with federal employment laws. Employer compliance is the bare minimum stage of HR strategy. In particular, you ought to become familiar with the following federal regulations

Equal Employment Opportunity (EEO), Fair Labor Standards Act (FLSA), Affordable Care Act (ACA), and Equal Employment Opportunity (EEO) It is essential to check the website of your state’s Department of Labor to determine whether you are required to adhere to any local or regional regulations. Your hiring contract and proof of eligibility to work in the United States are two of the most important documents you should keep on file for every employee you hire. Non-disclosure agreements (NDAs) and ownership of work agreements may also be required of employees.

If an employee leaves for another employer, they can’t take valuable product or business model information from you because of an NDA. On the other hand, an ownership of work agreement guarantees that you will own the intellectual property (IP) that employees create while working for you. Without these documents, it can be more difficult to obtain funding, which is why they are especially helpful to startup founders.

2. Thee second thing to consider in HR for Startups is to Establish payroll After hiring team members, you need to pay them. You have the option of automating payroll with software or manually handling it. Investing in payroll software early can significantly cut down on the amount of time spent processing paychecks. Additionally, a digital audit trail is generated automatically. Expert advice: Choose payroll software for startups that includes HR management features to keep all of your employees’ data in one place and make workforce expansion easier. Software providers that offer onboarding features or allow employees to request time off are two examples.
3. Establish an HR department In the end, the best time to establish a dedicated HR team depends on your growth rate and financial resources. One person can start an HR team if they bring the necessary expertise and aren’t already working in another position. “The sweet spot for bringing an HR expert onboard is when you’ve grown to around 20-30 people… [But] earlier may be appropriate if you plan to scale quickly,” says Kate Kandefer, co-founder of SEO platform SEOwind.
4. Create a hiring forecast or team road map that is in line with your company’s fundraising plans and strategic goals to help with staffing needs as your business grows. Ideally, you should have projections for three and six months that you can revisit and adjust. Your forecast should at the very least include a salary estimate and a list of the positions you intend to fill and when. You can avoid gaps in essential staffing and know how much of your revenue or funds raised will need to be allocated to recruitment and compensation if you have a clearly defined hiring plan.
5. Create a recruitment handbook By defining your hiring procedure, you will be able to improve the candidate experience, train new recruiters as your business expands, and make talent acquisition repeatable and scalable. Your recruitment handbook doesn’t need to be over-engineered. It could be a living record that changes with you. Start with a basic version that includes the following guidelines: Publicizing open positions: Where to post open positions, templates for job applications and descriptions of the company’s culture and perks, and boilerplate text Recruitment roles and responsibilities: Who reviews applications, communicates with them, and ultimately makes hiring decisions? Interview procedure: The length and format of the interview, whether or not technical tests should be used, who should interview potential new hires (such as HR, managers, or peers), and a set of questions you ask each candidate to determine whether or not they are compatible with the culture of your workplace Resources for onboarding employees Silk Road Technology conducted a survey and found that, on a scale of 1-10, 27% of new hires rated their onboarding experience as 5 or worse, and 9% of employees even left their current employer as a result. Even if you don’t have the resources of a big company, you shouldn’t use an onboarding process that throws new employees into the deep end and hopes they learn to swim. Onboarding can boost employee engagement, performance, and retention when done correctly.
6. The final recommendation in the HR for Startups is a successful onboarding program ought to give new employees a tour of the office or hold virtual meetups for remote workers to help them get used to the space. You should also have an employee handbook where you can document your company’s vision and core values. Give them access to the tools they need, like spreadsheets, knowledge bases, and software like Photoshop. Make them feel like they are a part of the team by having a company lunch or another get-together. Set clear expectations for their first 90 days of work with the help of their manager.

Recommended for reading: Effective recruitment

In addition, the handbook ought to provide new hires with information about the benefits, list the kinds of conduct that won’t be tolerated, and explain to employees how they can provide feedback, ask questions, or voice concerns. Any HR-related tools or programs for startups should also be included in this.