Startups have key things to keep in mind when starting their new business ventures: money, time and growth. All of which influence and interact with one another. Without money, startups can’t grow. Without money, startups won’t have the time to develop and get a head start in their industry. Starting a startup can be difficult.
Another thing startups have to consider at the beginning is their team. Finding, creating and growing a team can also be challenging for any business. Many businesses also need loans to get off the ground with a large number of businesses requiring installment loans and business finance to get off the ground. However, there are some ways startups can build a team fast and efficiently.
What makes a strong startup team?
First, let’s discuss what makes a startup team strong. A key area startups should consider when looking to build a team is diversity. A team that is diverse in background, skills and thought will make for a strong, cohesive team.
By bringing together team members with different backgrounds and skills, it can help develop the business in several areas. Understanding where your startup currently lacks, and where you’d like to head, can help startups decide what kind of team they’d like to build. You may opt to arrange corporate events and away days to get your team together, building morale and developing team relationships, to the company’s benefit.
Do you need a creative, ambitious set of marketing team members? Or, do you need highly-knowledgeable and innovative STEM students? There’s plenty to consider, and there are various ways startups can create a strong foundation with their teams.
How to build a startup team
But, how exactly does a startup build a team from scratch? Here are some simple steps startups can follow to build a new team for their company.
- Find a gap – Startups need to understand where their company currently lacks. Does the company need some extra IT support, or does the business need more marketing strategies? Knowing what skills your team lacks can help find new members.
- Advertise – Next, advertise said roles online. Platforms, like LinkedIn, are great ways to advertise specific roles and find the right candidate. Be specific in your advertisement and transparent about the role (what it requires and what it entails).
- Interview – Once you’ve gathered a pool of good candidates, the next step is to interview. If your startup is small, then the founder can interview candidates. If not, other team leaders are a good choice as they’ll understand the values of the startup. Ask questions which can get the answers you need.
- Don’t rush – Once you’ve done the first set of interviews, why not go again? If you’re not happy with the candidates you’ve met, or feel you’d like to get to know them a little better, there’s no harm in doing another round of interviews. While it might take you longer, it’ll make for a more successful team long-term.
- Hire – If you’ve found the right candidates, then get all the legal documents and contracts set up and get the ball rolling. Time is of the essence both for the startup and future employee.
- Post-hire checks – Startups should also keep a tab on team members even after hiring. Using probation periods, regular feedback sessions and specific training will ensure team members are ready, prepared and forming part of the startup nicely.
By following all of the above steps, startups can be sure to set their new teams in the right direction. It’s not only about finding employees, but also retaining them. There are other key considerations to make and services to employ. For example, taking care of a company’s IT infrastructure is important when a company is a startup, with IT support contracts key to a business’ success. Furthermore, growing a business with local service providers can be beneficial to any business.
For example, if a business is based in London, they will need to look for London IT support companies who can help fulfil the needs of the startup in question.
If you don’t have the right frameworks set up, such as onboarding, elements of HR or even career progression available then startups won’t grow efficiently.
Likewise, interacting with team members and following their progression, recognising their efforts and training them accordingly along the way will help your startup flourish.