How to use Recruiters suitable for 4 phases from startup to large enterprises

ByAlex Olguin

"The business is peopleIt is not an exaggeration to say that the ability and growth of a company can be directed to some extent depending on what kind of talent is secured. It is the personnel department inside the company that gathers such talented people, and the external recruitment company etc.RecruiterAlthough it is, as for the office real estate reward site42 FloorsFounder ofJason FriedmanMr. Mr. Mr. He explained dividing the company's growth into four stages and explaining what kind of recruiters should be utilized at each stage.

In Defense of Recruiters
http://blog.42floors.com/in-defense-of-recruiters/

◆ Stage 1 "Startup ~ Expansion Period": freelance in-house recruiter
Friedman did not consider using an external recruiter until it launched 42 Floors and became an organization of ten members. It is the freelance recruiter who decided to contract for the first time when the organization grew to some extent and it became necessary to hire new talentOliver RyanHe was.

Mr. Ryan initially held a meeting with all the people in the company to grasp the personnel image that each person needed, and until that time gave a direction to the personnel strategy that was broken up by each person in charge. At the same time, Mr. Ryan also clarified the personality that was not clearly held by even people inside the company.

ByAngus mcdiarmid

Next, Mr. Ryan will take over various work inside the company that is busy with selecting personnel. It was content of work that Mr. Ryan was asked to take charge of labor-intensive tasks such as document review of a resume sent in large quantities, a secondary review using a telephone or Skype, and finding the right personnel . Mr. Friedman, who had trusted Mr. Ryan, gave Mr. Ryan the email address of 42 Floors Inc. and agreed to use 42 Floors company name entered in the "signature" template described at the end of the mail, When meeting with recruit candidates I admitted to use the title 42 Floors' employees.

Mr. Friedman is evaluating that correspondence to the candidate was also wonderful. In the interview, recruitment applicants are often made to come to the company without being told of the contents of specific work, and at the end of the fairytimes it often happens that they wait until the interview begins, but Mr. Ryan I explained the details of the work and the amount of salary assumed, further set up an opportunity for an interview after discussing up to what kind of grooming is appropriate.

Although it may be felt to be difficult to meet a recruiter like Mr. Ryan, Mr. Friedman points out "I hope to use an investor network that supports myself". Many investors have experienced similar experiences, and that's why there is a strong network.

At the same time, however, it is also a matter of cost to adopt such a recruiter. If you are in the United States you will need about 50 to 100 dollars (about 5000 to 10,000 yen) per hour, and you actually hire talent you can earn between $ 5,000 and $ 15,000 Necessary to pay the performance fee of yen ~ 1.5 million yen) will occur. Finally, it costs more than 2 million yen to hire a single talent, so Friedman says that there are few managers taking this method, but he says that it is worth it. It is Mr. Friedman's view that securing competent talent is one of effective investment for companies in the time of sowing seeds and storing power for future growth.

◆ Stage 2 "Growth Period": Recruit company other than technical
Surviving the time of startup and becoming necessary for companies entering the growing season will become a sales force, a customer service, and other active unit. Emily, who was a member of Floors' launch member, said that he was spending 75% of his time hiring talent while doing his daily work. Emily gradually became a heavy burden on work for employment, eventually checking the 400 resume books, because 60 people were interviewed by Skype and did not realize the recruitment of one person, Mr. Friedman Again I decided to borrow the external power.

At that time I signed up with two recruitment firms, which are different from Mr. Ryan's case that I took the form of a contract with an external contractor completely. Unlike Mr. Ryan, I did not put any effort on the recruitment work inside the company and just asked me to send a list of promising candidates.

Initially Mr. Friedman was skeptical about this method, but the suspicion was gradually resolved. The two talented companies visited university campuses around the country and seems to have made a selection with a focus on students with enthusiasm for enthusiasm to work at startup companies, so they are willing to move to San Francisco with 42 Floors to get jobs It was a blessed result with promising and competent candidates.

ByBpsusf

As a result, the burden of Emily who had taken 75% of time sharply decreases to only 5 to 10% and the total time spent to adopt one person changes from "50 hours" to "5 to 10 hours" , Dramatically decreased.

Because the fee paid for this service is 20% of the base salary, it means that it costs about 1.2 million yen to hire employees at the level of 6 million yen. Although this is not a cheap amount of money, there are many cases where talent is limited in startup companies approaching the growing season, and in the world of startup companies where "speed is the life", "act of buying time by money" It can be said that it makes sense. Mr. Friedman felt that when the staff of the company actually visited the university, made a presentation, considered the labor and cost of doing document review, "There was a merit to match the cost paid."

◆ Stage 3 "When reaching a certain scale": Employ employees in personnel affairs
Companies that have continued to grow through the stage as mentioned above have already reached a certain size and there will be enough capacity to put full-time employees to allocate personnel. Coming so far, it will become possible to collect students by sending their own staff to the universities in various places rather than the costly personnel company. In addition, the power and know-how enough to effectively recruit recruitment on the Internet should have been accumulated. Also, there are cases in which you pay more than average salary to the people you have hired so far, but it is becoming possible to calm salary to the appropriate level by adopting at your company I will.

ByBloomsburys

◆ Stage 4 "When to seek further growth": Head hunting company
At the stage when companies have grown steadily and the scale has grown, in many cases the question comes to mind that "There are appropriate human resources capable of raising the organization to the next level" It will come. Key members who have led the organization since the company's launch often do their jobs, but many of them do not go to the management side but people who choose to stay on the field at the work place There are also many facts. As soon as it becomes available, you will need to consider finding manager-class talent through headhunting companies as the last step.

ByBpsusf

It is no easy matter to find talent suitable for such a level, and it is no wonder that if you are a CEO-level talent you only need to find a person and cost more than 10 million yen. However here again, the "investor network that supports me" will give advice as to which head hunting company finds the perfect candidate.