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BY Judah Hirsch Staffing
Do you take pride in hiring only the best people for your company? I’m sure you do, of course. But what would you do when you suddenly need to increase your headcount by 200%? How about 1000%? Can you still hire only the best while supporting a quickly growing business?
This is the same question that Tim puzzled over when he needed to hire more people for his company. He’s the CEO of a fast-growing software company. After a couple of years in the business, the company experienced a sudden rise in demand.
“It all came crashing down!” Tim exclaimed in excitement. “One day we were just fixing bugs. The next we were getting tons of orders, emails and support requests!” The demand for their software was so high that their small team of five people couldn’t handle all the work. As a result, the company needed to increase the team tenfold to cater to the growing number of customers.
“It was a defining moment for our company,” recalled Tim. He talked about the need to step up their game to keep customers coming back. They had to create migrate servers, improve customer support, and fix the rising number of bugs. Tim shared, “It was clear that we needed more people. Immediately.” Tim wanted to expand his team quickly to handle the increasing amount of work, of course. But he also wanted to keep the company culture intact.
He knew that hiring too quickly would ruin the rapport and cohesiveness of a software dev team. He knows how hiring fast ruined a some of his friends’ companies. Even so, the need to get work done prevailed. Tim advertised job posts on newspapers and radio stations. He made use of job boards. He asked his employees to refer people who fit the job description.
Would Tim be able to keep his company’s culture despite a quick rise in employees?
There are three common ways on how to hire people:
Of the three methods, the internal referral program is unique in that:
Statistics also show that referred employees are better for your company in terms of retention and productivity. According to studies:
When they do make referrals, update them with the progress. Send a quick notification about where their referral is in the application process. Don’t forget to send some small appreciation for the referral. Even a small thank you note is enough.
This is what Tim found out later. “In the end,” he shared, “I did manage to get the number of people I needed for the job.” But he never expected that people hired from different sources could spell a difference.
“It surprised me!” He said. “In as little as a month, I was starting to see a trend in the types of people I hired through the different avenues.” He shared about the observations he made with regards to the quality of the hires.
“I noticed that the people I hired through employee referrals were different. Compared to the employees I hired using job ads and job boards, they were more into it.”
At the end of the day, the future of the company does not need to rest on you alone. Keep in mind that no individual effort can ever beat the power of good teamwork.