Come ottimizzare il processo di assunzione per le aziende in rapida crescita?

We have analyzed a lot of different researches and papers in our literature review and we’ve also conducted our own research on 4 different companies. We’ve obtained primary data from actual or former employees for Casavo, Revolut and Amazon Web Services; we got secondary data from the internet for Airbnb. Every company has its own business model and grows in a different way on the basis of an infinite number of factors. In conclusion, we understood that brand awareness, internal standardization and motivation are the three key elements when looking to optimize the hiring and recruitment of employees. The better known is the company, the easier it is to attract potential candidates; consequently, the higher the number of applicants for each position, the higher the probability to have a good match. The more automated the processes are, the higher the potential growth and the higher the scalability. Third element is the motivation and employee satisfaction; those ones are definitely the most important factors that retain people and make sure to have a low turnover once the people have been hired. One of these strategies alone is useful, but not enough if you want to scale your business rapidly and consistently, but if you join all of them together, you have a solid long term prospective. We can conclude that it is not so much about hiring candidates, but it is about motivating and retaining them. This is what will really reduce turnover and allow a company to grow consistently. We have talked a lot during the interviews and in our discussion about company values, a common element of both bigger and smaller innovative companies used to create a company culture. We haven’t investigated them, what they are based on and what impact they can have on the staff recruitment and growth. We leave to future researchers the duty to develop a research and go in depth on this.