Ladies and for all, I'm Kawai, Representative Director of ReBoost Co., Ltd.
This time, as the title says, "What do you want from a startup recruiter?" I would like to talk about.

Also, what do you want from a recruiter and at the same time what do you want? I would like to talk to you, including.

An era of increasing demand for recruiters

In the process of growing an operating company, business growth and organizational creation on both sides are essential.
Especially in startups that require rapid growth, the change is also rapid, and "recruitment activities", which can be said to be the entrance to organizational creation, can be said to be very high as a priority.

At the time of the first fundraising, which is said to be the founding period and seed period, and after that, it raises hundreds of millions to billions, and in any process that grows further through an IPO, recruitment activities are highly important and are expected by investors involved in every situation. In order to improve corporate value, it is × both "business value" and "organizational value". For more information, please see here.

The number of startups has increased, and funding has become easier than before, and various business models have been born.
At the same time, positions are needed to drive the business.

As noted in War for Talent, a famous book from McKinsey more than 20 years ago, how can we gain excellent recruiters and do practical work as competition for recruitment becomes more intense? There is no doubt that it is an important position. Our support destination and my investment destination also need to be in charge of excellent recruitment are becoming stronger every year.

Together with management, we discuss and understand business strategies from management strategies, define necessary human resources from organizational design, and form a population, identify them, and discuss them. After joining the company, you can onboard so that you can play an active role, and you can play a role in training while operating a personnel evaluation system. It would be ideal if there was such an excellent recruiter, but first of all, I would like to understand what is required from the role of hiring person.

Role expectations required of recruiters

There are certain variables due to the phase of the company, its superiority, and the relationship between the business model and the organization it wants to create, but the role expectations required of the recruiter are constantly changing from the background I mentioned earlier.

When discussing with many managers and management, the conventional "just ask a recruitment company for an order from the division side and turn the documents" is no longer required, and the basics have changed to "a mechanism to continue hiring excellent occupations / human resources that can contribute to the rapid growth of the company at each phase, and can be implemented".

また、スタートアップではスキルフィットはもちろん、カルチャーフィットも重視されます。そういう観点から、「自社に合う人材」を言語化し、見極める面談設計ができる事、また最終的に選んでもらえるようなコミュニケーション設計ができることも大切な要素です。
加えて、採用人員の設計や予算の策定といった数字に強いこと、加えて、採用活動は多くの人が関わるPJTですので、そういったPM的な全体設計や運用、更に前回の連載の様に、採用広報を回しながら自社の採用競合がどこか、差分値を把握しながら候補者とコミュニケーションをとることも求められます。

Since there are cases where it is difficult to recruit, recently, there are more and more cases where "sales reps", "marketing staff", and "engineers" who are achieving high results in-house are moved and entrusted with recruitment.

So, on the other hand, when hiring recruiters who are hiring people who are creating such difficulty from the outside, what kind of content should you identify?

The following is an example, but depending on the situation that the company is in, "What kind of results do you need in charge of recruitment?" I think that it is good to have you work on it after translating it into a language.

採用活動における知識は、入社後でも学ぶことは可能でしょう。採用手法があるか、採用競合がどこかについてなどは、その例です。

一方で、「未経験の事象」にぶつかった時にどのように解決してきたか、乗り越えてきたか等は非常に大切なポイントとなります。入社後は知らない職種について学んだり、既述のように多くの方を巻き込んだり、経営陣と共に交渉や提案をしながら実務を進めていくことが多いでしょう。その為の信頼関係を築くというアクションも必須です。
そして、会社のフェーズにおいては、様々なことが決まっておらず、曖昧な環境で働くことも求められるため、タフネスさも必要かもしれません。

It's also the time for organizations to scale at once, especially after funding.
In a sense, the action to get candidates together and selected while conveying their vision and mission is close to sales activities.
In addition, in order to achieve results while working with external recruitment vendors, it is necessary to have an obsession with achieving goals.

There will be a lot of an expectation for the first person in charge of recruitment, especially in startups that are just starting up.
In addition, as we grow, we are expected to manage our team, and we need to blend in with the team as a member to achieve results.

様々な役割や成果を求められるスタートアップの採用担当者ではありますが、その分、やりがいも非常にあります。

We hope that our readers will continue to hire excellent recruiters and lead the creation of an organization that will lead to business growth.