How can you use lean startup principles to improve your hiring and training?

1 Define your hypothesis

The first step is to define your hypothesis about what kind of people you need, what skills they should have, and how they can contribute to your startup's vision and goals. You can use tools like the lean canvas or the value proposition canvas to articulate your assumptions and hypotheses about your customers, your value proposition, and your business model. Then, you can translate them into specific criteria and metrics for hiring and training.

2 Test your hypothesis

The next step is to test your hypothesis by finding and interviewing candidates who match your criteria. You can use various methods to source and attract candidates, such as referrals, online platforms, events, or social media. You can also use different formats and tools to conduct interviews, such as phone calls, video calls, online assessments, or case studies. The key is to ask questions and observe behaviors that can validate or invalidate your hypothesis and measure the candidates' fit and potential.

3 Learn from feedback

The third step is to learn from the feedback you get from the candidates and the interviewers. You can use tools like feedback forms, surveys, or analytics to collect and analyze the data and insights from the interviews. You can also use techniques like the five whys or the root cause analysis to identify the underlying reasons and patterns behind the feedback. The goal is to learn what works and what doesn't work in your hiring and training process and why.

4 Pivot or persevere

The fourth step is to decide whether to pivot or persevere based on the feedback and the learning. You can use tools like the pivot table or the validation board to compare your hypothesis with the reality and evaluate the results and the implications. You can also use frameworks like the build-measure-learn loop or the lean cycle to plan your next actions and experiments. The decision is to either pivot, which means to change your hypothesis or your approach, or persevere, which means to continue with your hypothesis or your approach.

5 Hire and onboard

The fifth step is to hire and onboard the candidates who have validated your hypothesis and met your criteria. You can use tools like the offer letter, the contract, or the welcome kit to formalize and communicate your hiring decision and expectations. You can also use tools like the onboarding checklist, the employee handbook, or the mentorship program to facilitate and support the integration and adaptation of the new hires to your startup's culture and environment.

6 Train and develop

The sixth and final step is to train and develop the new hires and the existing employees according to your hypothesis and your goals. You can use tools like the skill matrix, the learning plan, or the feedback loop to assess and improve the skills and competencies of your team. You can also use tools like the performance review, the career path, or the recognition program to monitor and reward the progress and achievements of your team.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?