Post by The Talent Company

We asked ourselves, what’s crisp, easy to digest, yet somewhat nutritious with LinkedIn content measures? Yep, you might have guessed it. Lists. The Talent Company was founded in 2019 and since then we’ve been working with a number of scaling companies. Each of them to some extent unique, and therefore with lots of different challenges. Still - we’ve noticed a few trends, so why don’t we just start with sharing some of these learnings? Here are four common mistakes we’ve noticed from a People & Talent Acquisition-perspective when startup-rockets are about to take off: ➡️ Lack of planning There’s little or no workforce planning in place, creating a battle on resources that most definitely won’t make CXO’s, hiring managers or talent acquisition partners any better. Healthy prioritization, healthy resource allocation and a healthy budget will make all of these stakeholders better. ➡️ Lack of TA-resources You hire plenty of new people to new roles, before hiring people who are experts at hiring people. The consequences won’t come as a surprise - these companies typically hire with lower quality at higher cost, spending expensive CxO and VP-hours on administrative and operational tasks. The few (if any) talent/people-professionals who are there to sort all of this, get overwhelmed. Lose,  lose. ➡️ Lack of awareness Founders and/or executives often exaggerate the uniqueness of the brand or the product. This means that the niche and hard-to-find talent you need and crave, possibly won’t arrive in time (or…at all). High-flying ambitions are lovely, but a sober organizational self-image will make life as a scale-up easier. ➡️ Lack of systems It’s not at all uncommon with a low interest in systems and tools aimed to help the HR team efforts. Adhoc, sheets and temporary solutions create a situation where time flies and administration does not. Want to discuss in more depth? Get in touch with us!