In the fast paced and entrepreneurial world that we live in, misemployment has become more common than ever. Misemployment happens when people work at jobs that do not match their experience, skills, or interests. CEOs and entrepreneurs that are looking to start a business frequently overlook misemployment as an issue.

This in turn re-emphasizes what I always reiterate to my team members and clients: the people in a business are everything. It does not matter what field or industry someone is working in, or whether it is a startup or a corporation, it is always the people who create products and communicate with clients.

4 Hiring misconceptions

According to Kaufmann Founders School, which is an online educational school dedicated to entrepreneurship, the four main mistakes or misconceptions that may occur during a hiring process:

 

1. Not having a proper job description.

It is extremely crucial to outline the job properly, and take the time to clearly write down the requirements of the position. Without a good job description it will be difficult to find a suitable candidate.

 

2. Allocating enough time for the hiring process.

The task of hiring a C-level requires time and reflection, as the C-level would play a big part in the workplace. At Talent Tree, we follow an in-depth screening process that matches properly the requirements for the job with the candidates profile to avoid misemployment.

 

3. Assuming that the hiring process ends when the new talent is hired.

Our outlook at Talent Tree has always been that the recruiting process doesn’t end until the first 3 to 6 months after the employee has started. This period that is also commonly known as onboarding, is particularly important to ensure that the new employee has integrated properly, is productive, and understands the job at hand.

 

4. As business grows, all employees would also scale up and thrive.

This may in fact not be true for all employees. Some employees might step up and stay ahead of their role, and some may discover that it is not cut out for them. It is important to recognize the difference between a hiring process strategy at the beginning and the strategy at a later stage of a startup. Especially when hiring C-levels who might flourish in the demanding and fast moving early stages of a startup, and not perform that well when the team gets bigger.

Importance of organization culture in start-ups

Organization culture plays a large role in whether the work environment is a happy and healthy place to work in. The proper communication and acceptance of organizational values can influence employees’ work, behavior and attitudes. Misemployment could potentially disrupt the working environment of a startup, causing negative effects on the organizational culture. Mismatched skills and ineffective use of human resources also has long-term effects on business growth and optimization for the future.

To avoid time and money being wasted on the hiring the wrong C-level, there are a number of tips and techniques that can be done. For example, focus on potential rather than experience. While conventional approach of experience being king might work for some large firms, it is wiser not let this overshadow the importance of potential during the hiring process. Other methods to keep in mind include using a personality assessment to give you insights into how the person operates in a workplace and their overall personality traits. You could also use the interview as a way to probe inquire about areas that may be concerning by asking them questions that focus on the candidate’s areas of improvement and how they dealt with them .

At Talent Tree, we help reduce the risk of misemployments from happening with the proper use of screening methods as well as tried and tested recruitment methodology. We focus on adding value to the recruitment process by matching the C-level candidate’s skills, and long-term career plans with the startups’ long-term vision effectively. As an expert executive search agency, we understand the startup culture in Munich and the trajectory of its future. We have also cultivated partnerships that rely heavily on the quality of the service we provide, shown through the satisfaction of both our clients and the talent we seek. We continue to build on our partnerships and work hard at creating sustainable human resource strategies for a better startup workforce.