In Africa, 60% of the unemployed are under 24 years of age for a global population that represents one quarter of the world’s population by 2050. Why? Because large companies are not always ready to recruit, either because they lack experience or because they have little academic training. Faced with this, a new “recent” alternative belongs to an alternative to recruitment in large companies: this is the approach, in essence, structures that are young or have little experience in recruitment.
In a socio-professional context marked by the recruitment of friends, former classmates, family members or former collaborators, a start-up rarely has the reflex to recruit an external talent. Social circle of one of the leaders. In order to allow a more vertical development, to favor the meritocracy in company, more specifically to reintroduce the funds in a national economy, techniques of recruitment in start up makes it possible to better re-evaluate the approach like being above all a trade, and not Only a business of friends or family. Comment well recruit his first team in start up? Talent2Africa tells you everything.
Different times of recruitment in your company
For a startup, know how to recruit, it is not only to train the right partners. It is also necessary to find collaborators on many levels, but also in many different sectors, without, however, getting into the red, financially speaking. Here’s why, for a start-up, it takes a crucial step in the life of a company: recruitment. This necessary evil allows your business to grow.
To adopt the right recruitment stance when you are a startup, you must first of all think of the ideal moment of recruitment. Neither too soon; By risk of not “getting their hands” in the company’s field of activity, but also to ensure that they have the time and the financial means to take the time to train their future collaborators; But not too late either to prevent the company from experiencing uncontrolled growth or, conversely, from stunted growth. It is also necessary to forget the role of the “cool” leader to wear the heavy cap of HR: learn about the practices applied in the environment, but also be able to adapt them to the environment of your start up. It is important that, in spite of the relaxation in which you wish to work, you let your future recruits know that it is the work that takes precedence over everything, at home and elsewhere (ideally). In this case, as a small business owner, be aware of the financial and technical limitations of these, very often.
Thus, as with any company, it is necessary to go through the main stages of recruitment: defining the need for recruitment, writing the job list (to give a more serious image of the company first, then to ensure Of the clarity of the bases of the said recruitment), to find the right CV, to pass the interviews …
Otherwise, you can simply use other methods simpler today, but less expensive than those of recruitment firms for example: think co-opting online. Such a solution reduces your workload and does not draw too much into your funds, which, as we all know, are limited in a start-up.
What values to look for in your future collaborators?
The construction of the team is an essential step in the success of a company, whatever its size and age. To succeed, recruitment needs to be thought out, and above all discussed. Above all, you have to accept that, depending on your ambitions for your business, you must define a corporate culture to which your employees can identify themselves and on the basis of which you can identify the type of collaborators with whom you want to work .
In Africa, values ??and principles often matter in social life. But in business as much, primary place of primary socialization outside the family, culture is very important. It allows employees to feel at ease and to want to evolve together.
Some questions are to be asked:Above all, what matters to you and the ambition you have for your company. And, paradoxically, what you will not appreciate as behavior within your business.
Your expectations about your employees, both behavioral and work performance.
The level of involvement at work. This is understood to mean the strength of the hierarchical or nonhierarchical relationships that you intend to establish between the management team of your company and the employees.
Which living and working environment you expect to offer them. Depending on your aspirations regarding a work team, the provisions of their framework must adapt.
Once you have a mental image of your future collaborators, you have to be prepared to meet candidates. Very often, it seems interesting for a company to think about online recruitment, via sites whose objective is to propose databases of possible candidates to companies, and this at a lower cost. Nowadays, the best elements are rarely on the job market and you will have to go looking for them, especially on the net! The most important thing to keep in mind is to think that the world is small and that the friends of a friend, or the cousin of a former collaborator, or perhaps an uncle’s neighbor A possible collaborator. Do not close the doors and leave, thanks to the opportunities offered by the Internet, time to find your pearl rare. This way you can trust your employees and your recruitment strategy.
For a start up more than for a multinational, the objective of the team’s formation is to compose it of rare pearls. Once finalized, do not forget to offer your employees all the benefits you feel they deserve. The rh is more than recruitment; And allow one of his colleagues to feel comfortable in your business is to be sure that it will grow faster than you expected. Indeed, it is more “challenging” for a young talent to work for a startup that has everything to build for a multinational to which its added value would be less. To find these rare pearls, once again, know that there is internet, and especially, again in Africa, co-optation.