Growing mid-size organization into large-tier organization

Mid-size organizations are essential part of Indian business world. Rapid growth across most industry sectors provides several opportunities for maximizing the efficiency and strength of midsize companies and build the advantage of scale. When a mid-size company tries to grow its market and brand equity, challenges grow substantially. Before planning to increase productivity and employee headcount, organization systems are to be tuned with upcoming market trend, operational leverage and competitive landscape.

Hiring innovative and talented employees is a core challenge for HR teams at mid-size organizations. HR managers have to be sensitive to the psychological change existing employees go through as new team members join in. Members in a team of 500 feel certain freedom, importance and flexibility that are hard to replicate when team grows to a size of 2000 or 5000. Cultural fitment in existing teams becomes one of the main goals while recruiting additional employees. Leading mid-size firms need to employ a variety of innovative hiring practices as a differentiator from other mid-size organizations -

Proactive recruitment - Having quarterly ramp-up plans in place can bring down cost and time involved in meeting targets. A Proactive hiring strategy ensures a higher quality workforce that can deliver superior results.

Branding as Employer of Choice - Taking time to learn the common attributes present in the existing employees, and communicating the reasons for future employees to join your organization, can make the job change decisions easier and quicker for a lot of candidates. Moreover, when people see their roles and work environment spelled in detail, they feel more comfortable to join your teams.

Networking and Referrals - Every firm makes several contacts on a regular basis. Sharing growth and hiring plans with this network is one of the most cost effective ways to generate quality referrals. Need for conducting background-check is reduced in such cases and candidates being offered are more likely to join the organization because of trust factor with the referee. Additionally, having an employee referral program gives existing employees a chance to participate in the team ramp-up process. Providing incentives to employees and other contacts gives you a chance to leverage the value that your existing network can offer.

Making employees feel special - Small things like a call from the Vice President of business unit to new hires a week before their joining can help increase employer value many notches in prospective employees' eyes. Special acknowledgements spread very quickly through word of mouth and small investment by the organization can bring back significant returns.

When mid-size organizations are ramping up their headcount to double and higher levels, it's imperative to have the adequate HR team in place. A mix of specialized partners and in-house staff capable of handling high volume recruitment requirements works well for a number of organizations. However, some organizations take a step forward and outsource the hiring function to an outside expert and realize the efficiencies in cost and productivity. Also, effectiveness of the hiring programs can be more objectively judged when employer stands on the outside.

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