Ladies and for all, I'm Kawai, Representative Director of ReBoost Co., Ltd.
This time, as the title says, I would like to talk about "startups and how to utilize external human resources".

人材獲得のパターンとは

In order to grow our company, it is a mission expected of management and management as well as human resources to create an environment where they can play an active role in order to achieve results.

In the mean of this, there are two main perspectives on human resource acquisition (= external recruitment), which is the entrance to organizational creation.

Looking at overseas conferences and literature, there are "Buy" and "Borrow" for "human resource acquisition".

This "Buy" is a method of working as an employee while directly hiring, regardless of whether it is a full-time employee / contract employee. In many cases, they have specific capabilities, and​ in the medium term, they may leave higher jobs to the company through changes in development and employment. In any case, it can be said that "we expect to get up early, get used to our work, and expect results."

There is a new graduate recruitment attached here. Alcause it is a direct employment, it will be another perspective such as "developing in the long term and inging to become a force" and "playing a role in fostering organizational culture", so I will not touch on it in detail from this theme.

On the other hand, "Borrow" literally borrows as an external resource and achieves results in a short period of time. It can be said.
In an easy-to-understand example, orders to companies that undertake specific tasks, outsourcing to freelancers, and recently, more and more people are contracting work as individuals while using overtime work in the form of "side jobs" while belonging to a company. In addition, matching services with human resources who have said so are increasing rapidly. This movement to utilize freelancers and side job personnel is spreading. This time, I would like to tell you a little more about these external human resources such as freelancers and sideline personnel.

外部人材の有効活用の為に必要なこと

Freelancers and side job personnel have specific knowledge, expertise, and work experience, and are often expected to achieve results faster than mid-career employees. In addition, for startups that do not spend time on mid-career recruitment but also have few resources, they often think about making effective use of external human resources who are ready to work. In the sense of having them demonstrate their expertise and promote their business within a specific period of time, the use will continue to expand in the future as there is a market for such external human resources and matching services are increasing.

So, what kind of perspective do you need to make effective use of external human resources?
There are some points, but if you put them all up, it will be the following viewpoints.

These are points that are often overlooked by each other, and if it is an external company that outsources normal business, it is possible to match with sales representatives in advance, but if it is a freelance or side job matching site, there is a case to exchange with the person in question, and it may become a trouble later.

"The level of practice is different", "The time that can be dropped is different from what I heard", "The final deliverable was ambiguous", "It cost only the cost", "It was completed faster than I thought", etc.

The use of external human resources is progressing in various situations, such as the timing of launching and scaling startups.
That's why we recommend careful design, such as what to expect and who to ask.