{"id":985,"date":"2023-11-20T16:24:32","date_gmt":"2023-11-20T14:24:32","guid":{"rendered":"https:\/\/hronnet.com\/?p=985"},"modified":"2023-12-21T09:47:35","modified_gmt":"2023-12-21T07:47:35","slug":"recursos-humanos-para-startups","status":"publish","type":"post","link":"https:\/\/hronnet.com\/en\/recursos-humanos-para-startups\/","title":{"rendered":"When you set up your company and believe that selecting and retaining talent is easy"},"content":{"rendered":"
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You have finally started your company. The time comes to select talent, create your team and you have no experience. It may seem simple at first: an advertisement, a few job interviews and that's it. You will surely find a good candidate. <\/p>\n

But in reality there are a lot of factors that come into play that you should take into account. How can I make my company attractive to talent? How do I know I am selecting the right person?<\/p>\n

Selecting the right people is the most important decision you will make. We invite you to reflect on five key points: salary, experience, skills, personality and references. Keep reading!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tSalary\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tObvious, right? Let's remember that if we are not going to be able to offer decent salaries, it is better not to start a company because the probability of it doing well is low. Although now the debate revolves around the fact that we do not only work for money (which is also true), we must be aware of the importance of offering salaries commensurate with training, experience and skills. \t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tExperience\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tIt is clearly related to the previous point. It is healthy to do a real exercise of what type of talent we need. Are we sure we want to hire people who can do everything for little money? Sooner or later it will take its toll, poor customer service and high turnover will be the first consequences.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tSkills\/Competencies\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tLet's take an example to understand the difference between both concepts.

Delegation Skill (skill): involves the ability to effectively assign tasks and responsibilities to team members. It consists of identifying the individual strengths of collaborators, clearly communicating expectations and granting the necessary authority for them to complete their tasks.
\n\n\nLeadership Competence (competence): Leadership competence goes beyond simply delegating tasks. It includes the ability to inspire, motivate and guide the team towards common goals. It involves having a strategic vision, making difficult decisions, communicating effectively, fostering a collaborative work environment and developing skills in team members to maximize their potential.

It is important that your team has skills and competencies that will be crucial for the proper functioning of the company. Reflecting on it will help you achieve success.\t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tPersonality\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tWe are all complex and with a different personality. Experience and skills are related to the day-to-day performance of tasks, but what will the relationship with your team be like? How do you build healthy professional relationships that allow the entire team to be happy and be part of your project? A fascinating topic and one that we will discuss in depth in other posts. A challenge: generating harmonious relationships in the work environment as well as diversity of thought. \t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t

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\n\t\t\t\t\t\t\n\t\t\t\t\t\t\tReferences\t\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/h3>\n\t\t\t\t\n\t\t\t\t\t\t\t\t\t

\n\t\t\t\t\t\tWe would be surprised how many people claim to be what they are not. Throughout my personal experience and in my entrepreneurial role, I have come across some surprising cases. Asking for references is useful, it will help us verify that a person's profile is what they say they have. We must distance ourselves from the opinions that are conveyed to us, we all know that what is not good for you does not have to be bad for me. \t\t\t\t\t<\/p>\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t\n\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Por fin has puesto en marcha tu empresa. Llega el momento de seleccionar talento, crear tu equipo y no tienes experiencia. Puede parecer sencillo al principio: un anuncio, unas cuantas entrevistas de trabajo y ya est\u00e1. Seguro que encuentras un buen candidato.  Pero en realidad entran en juego un mont\u00f3n de factores que deber\u00edas tener […]<\/p>\n","protected":false},"author":3,"featured_media":1113,"comment_status":"closed","ping_status":"closed","sticky":true,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center 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Barranco Duque"]},"category_info":"Estrategia y planificaci\u00f3n<\/a> Gesti\u00f3n y liderazgo<\/a> Pol\u00edticas y procesos<\/a> Retenci\u00f3n del talento<\/a>","tag_info":"Retenci\u00f3n del talento","comment_count":"0","_links":{"self":[{"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/posts\/985","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/comments?post=985"}],"version-history":[{"count":134,"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/posts\/985\/revisions"}],"predecessor-version":[{"id":1167,"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/posts\/985\/revisions\/1167"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/media\/1113"}],"wp:attachment":[{"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/media?parent=985"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/categories?post=985"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hronnet.com\/en\/wp-json\/wp\/v2\/tags?post=985"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}