Start Up Founders: Why Probation is your best hiring tool
Hiring in a start-up hits differently. It all matters so much more; every role is amplified, and every hire can create real change, hopefully for the positive, but that’s part of the unknown presented by hiring and which start-up founders must navigate.
It’s not just about finding talent, it’s about finding the right talent for a growing business, and even with all the interviews and assessments in the word, as Founders, we never really know how someone will perform and fit into a role - until they’re in it. Enter probationary periods - not just a tick box, but a vital tool in your start-up hiring box and the final and most telling stage of the entire hiring process.
Let’s roll back a minute, the deal is done, the person is in the job, happy happy joy joy - right? Yes, we sincerely hope so, but as a start-up founder, hiring means all of these things are always in the balance
Versatility - small businesses mean small teams and multiple hats
Cultural Fit - Not negotiable,
Speed - Hiring takes time, so it needs to be swift and thoughtful, and not a process to be repeated
Resources: One Team One Dream - there’s no space to carry dead weight, underperformers just won’t do
So, how can probationary periods help?
Probation is where Interview meets Reality, no matter how well that interview went and how well they seemed to fit, the real insight comes now they’re in your business, doing the work and probation will reveal a lot!
Work Ethic and Attitude
Start-up life is different, even if you’re an employee, your role will require a high level of problem-solving, ownership and being a doer. It’s the perfect opportunity for founders and managers to assess how someone behaves under pressure - something which can never be fully uncovered at interview.
That all-important cultural fit
Does your new hire get on with the team? Do they live your values? Or do they disrupt the dynamic? Only a few weeks of working with and truly spending time with them will unearth the answers to these questions.
Putting Skills To The Test
They’ve talked the talk, it's time to walk the walk in the real start-up world, with shifting priorities, changes of direction, and let’s face it, a whole lot of ups and downs!
An easy exit for both parties
The probationary period also gives both sides the chance to re-evaluate. For you as the employer, if the fit isn’t right, probation allows you to part ways early without much damage and for the employee, if they’ve recognised the same, it allows them to walk away with grace and integrity.
What do you need to do?
Start considering probation as the last part of hiring and treat it with the same care and consideration.
Set clear expectations from the start
Provide regular feedback
Involve multiple team members
Document Everything - yeah, we know we say it all the time, but honestly, do it, future you will always be grateful.
Hiring is not complete when the contract is signed. It’s complete when you’re happy the fit is right. One final deliberate stage of the process is well worthwhile to minimise hiring mistakes and ensure you are adding to your team in the right way - because the right hire can change everything.
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