Mastering Personnel Planning: A Step-by-Step Guide for Startups

Roland Grootenboer
3 min readAug 17, 2023

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Photo by Alvaro Reyes on Unsplash

Navigating Startup Success through Strategic Hiring

As the founder of a startup, you’re well aware of the pivotal role that your team plays in propelling your company towards success. In the dynamic world of startups, having the right people in the right roles at the right time can make all the difference. This is where effective personnel planning comes into play. In this article, we’ll explore how to craft a powerful personnel planning strategy and introduce you to a game-changing guide and template to simplify the process.

Looking for a full blown guide on hiring for start-ups? Go get the Hiring Fundamentals.

Planning made easy with a hiring guide and personnel planning template

The first step in crafting an efficient personnel planning strategy is getting organized. To aid you in this endeavor, I’ve designed a user-friendly and effective Personnel Planning Template and written a comprehensive guide. This template serves as a guiding star, helping you keep track of open roles, upcoming positions, and their respective timelines. It’s tailored to startups — keeping things straightforward yet comprehensive, because I understand that investing in complex software might not be the ideal route for early-stage businesses. The guide takes you through the following four steps.

Get the Personnel Planning Guide & Template.

Step 1: A look in the mirror, for the perfect fit 🪞

Before you start posting positions, you need a clear understanding of who you are, so you know what type of people you are looking for, ensuring the best fit. The guide helps you gain those insights and weave them into a tangible plan. Firstly, you need to take a step back and cover crucial questions about your mission, vision, values, culture, financial situation and change profile.

Step 2: Determine what you need (and when) ⏰

After that, it’s time to pin down what you really need. What are you going to build, who do you need to replace, what expertise or knowledge are you missing? Far to often we see highly skilled talent joining in a role that lacks urgency or isn’t even a full-time role. A costly mistake, that will not just cost you money. It will cost you talent. The guide takes you through all the important questions and considerations.

Step 3: Know what you’re offering 💸

What you are offering is as important as knowing what you’re looking for. There’s no war on talent, great people are always hard to find. The guide gives you a list of examples to consider, from salary, equity, fancy laptop, remote work and number of holidays, I got you covered. This way, you’ll be able to make a compelling offer once you find the right people.

Step 4: Make a personnel plan 📆

Building a timeline for each role is like orchestrating a symphony. When should the new team member come aboard? How long will the hiring process take? Factor in notice periods, project timelines, and market demands. What salary range can we offer? Who has to approve? Who is involved in the decision making (and at what point)? Having a stellar hiring team will make all the difference. They not only determine the quality of the hiring decision, but are also the first people the candidates will meet and get their first impressions from. Choose wisely. I provide you with an easy to use Sheet template that you can copy and paste. Easy peasy.

Template included in the guide

Get the Personnel Planning Guide and Template.

Conclusion: Building Tomorrow’s Success Story

In the competitive world of startups, every move counts. Your personnel planning strategy is not just about filling roles; it’s about crafting the future of your company. By following this guide and utilizing the template, you’re setting yourself up for success. Every successful startup began with a vision and a plan — it’s time to turn your vision into reality.

Looking for a full blown guide on hiring for start-ups? Go get the Hiring Fundamentals.

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Roland Grootenboer

Currently part of People Ops at Google. Formerly head of HR at Blendle. Opinions our my own.