Recruiting, as a reproductive organ in the company system | Crysberry

Recruiting, as a reproductive organ in the company system


25 June 2019

One day I had the thought that recruiting, metaphorically, can be considered as a system of reproduction in nature. Starting from the very decision to have a baby. The ability to reproduce is a colossally important function for world development. Similarly, the company’s approach to hiring employees directly affects financial performance and the success of achieving strategic goals, and therefore its existence. So since the moment you made the decision to scale your company and hire more people, the breeding process has started 🙂 There will be a little bit philosophy, metaphors here… I want us to draw parallels and make fewer mistakes in the process of planning and hiring in the future.

So, we’re starting.

What people usually analyze when deciding to have a child (let’s take only standard inner desires, excluding religious and family factors):

1. The desire to extend your family tree and have the heir;

2. The willingness to have a baby with him/her;

3. The health of a woman and a man, the opportunity to give birth;

4. The desire and willingness to take responsibility for taking care of a child (what can we give?);

5. The minimum material benefits that allow parents to keep the child.

Now let’s shift it on the company.

What do we (the owners) analyze when deciding to scale a team?

1. Goals, with the successful implementation of which, the company will achieve additional profits and strategic plans;

2. The effectiveness of the current team and the need to delegate these tasks to new employees (replacement/expansion);

3. Temporary resources for the introduction of a new employee in the staff;

4. What can we give him? Why should he come to our company?

5. Material resources for the maintenance, adaptation, and training of new employees.

There is something common, isn’t it?

When deciding to bring new people to the company, we already think about the outcomes we want to get; the resources need spending and the expected resources we will get.

We immediately traceable the “black box” – part of the resources EXPECTED BY YOU that YOU want to get from bringing a new person.

That is, they are risks that you take. How can we minimize them?

We return to the 4 main people management functions:

  • planning;
  • support;
  • motivation;
  • control.

When performing these 4 functions, the probability of obtaining the desired result increases several times.

Read also: 4 whales of effective recruiting formation

All that is written above is about planning. This is about strategy, and about the picture which you want to come to.

Animals are something else, they live by instincts. They don’t plan the birth of offspring; don’t plan its adaptation to the external environment. There is a cool book by Yuval Noah Harari “Sapiens: A Brief History of Humankind”. There he compares the level of development of a baby animal and a newborn baby.

Animal’s baby is almost immediately ready for survival in the world. It can feed itself, walk on its own, make sounds. This is a huge advantage over a newborn human baby, which you need to feed and carry on your hands. If children were being born on the same level, women would have to bear children in the womb up to the age of 3-4 years. Until the moment when they will be able to walk, eat and say something articulate. This, unfortunately (or fortunately) is unrealistic in nature, because the development of the human brain is a rather long, planned and complex process.

But we have a clear advantage. We can think. Therefore to plan.

The new employee is not much different from the newborn, except that the training takes 10 times less time.

We need to find him. Stage of pregnancy.

We need to give birth to him. Stage of hiring.

We need to educate him. Give tools, set goals and give information to achieve them.

We need to support and motivate him. It does not require commenting! Since we talk about an employee who works for YOUR big goals.

We must control him. This is the ability to come to a previously agreed final result.

But for a start you have to plan: WHY, WHEN and HOW you will implement it.

Otherwise, all further steps may not only lead you to the result but simply waste financial and temporary resources. Then you’ll call it experience, and will start anew. Sometimes – with the support of a therapist 🙂

In the next article, I’ll prepare checklists for planning recruitment in your company: the main points that are worth going through in the long-term planning, and what should be considered in the short-term.

A short summary: think, plan and use your reproductive organ for the benefit of yourself and the world around 🙂