Fuelling Growth: How smart HR policies drive better hiring and empower talent 

In this article Sara Devitt, Chief People Officer, Dedrone argues for HR’s central role in powering businesses forward to the future.

The leap from startup to fast-growing business often feels like it happens overnight, catching leaders off guard. Suddenly, you’re focused on sustaining momentum rather than refining internal practices. But the importance of solid HR foundations can’t be overstated.

Just as engineers wrestle with the consequences of technical debt – those quick fixes that eventually demand correction – organisations face what I call HR debt. Rushed or makeshift HR practices will inevitably require attention, often at a steep cost when growth is already in full swing.

Starting with clear, streamlined HR practices isn’t just about structure; it’s a strategy to support sustained growth. Investing in these foundations early on saves future pain, keeps teams aligned, and ultimately strengthens momentum.

Don’t let HR debt slow you down – build it right from the beginning.

Prioritising Diversity, Equity, and Inclusion through fair compensation and career frameworks

Diversity, Equity, and Inclusion (DEI) are essential pillars of sustainable growth and organisational success. They are not standalone initiatives but integral components of a thriving workplace culture. Building diverse teams fosters innovation and creativity, as research shows that diverse groups excel in problem-solving and decision-making.

However, the benefits of diversity can only be fully realised in an environment where equity and inclusion are prioritised. A critical area where equity must be embedded is in compensation and career advancement. Fair pay and transparent progression opportunities are essential to retaining top talent. Inequities in pay and title – whether based on gender, race, ethnicity, or other factors – can erode trust and engagement.

For example, disparities may arise when one group is consistently hired at higher salaries or advanced more quickly than others with equivalent skills and experience. To address these challenges, organisations must commit to closing pay gaps and establishing equitable career frameworks.

Building a recruitment strategy that works

Talent is the foundation of any business, and a strategic recruitment process is essential to growth. In an ideal world, recruitment would be a seamless cycle – attracting qualified candidates, selecting the best fit, and swiftly onboarding them so they can start adding value. But as we know, real-world hiring is complex. Finding the right people or making your organisation visible to them is no small feat.

A structured approach to recruitment makes a significant difference, beginning with the proper infrastructure. A high-quality Applicant Tracking System (ATS) can streamline candidate management, simplify job postings, match applicants to roles, and help you secure top talent. But remember, technology alone won’t drive success. Your ATS is only as effective as the hiring strategy and processes that support it.

To attract candidates who drive business impact, ensure your hiring strategy aligns with your product roadmap and future needs. A clear understanding of upcoming skill requirements lets you target and attract talent proactively rather than reactively.

Training hiring managers is another critical piece. Properly trained managers can consistently evaluate candidates, capture actionable feedback, and make decisions based on strategic needs. This preparation ideally begins before rapid growth sets in while hiring demand is manageable.

When hiring managers understand expectations and operate within well-defined policies, they reduce the chance of costly hiring mistakes. Organisations that overlook this preparation often spend more on external recruiters and manage pools of candidates that don’t meet their needs. Solid foundations today prevent these inefficiencies tomorrow and create a recruitment engine that fuels sustainable growth.

Crafting an effective onboarding plan

When your company is just a handful of people in a cozy rented office, onboarding might not seem a priority. But as the team grows and hiring accelerates, an intentional onboarding process quickly proves invaluable. It’s not just about welcoming a new hire; it’s about setting them up to contribute effectively as soon as possible.

A well-designed onboarding program does two critical things. First, it builds connections. Introduce new employees to key people early – like their manager, the go-to contact for payroll and benefits, and ideally, a peer who can serve as a mentor. These connections foster a sense of belonging and support, essential for engagement and retention.

Second, it empowers employees with the resources they need to succeed. Ensure they understand how to navigate essential tools like the company Wiki, internal messaging channels, and key software platforms. Making these resources accessible from day one can significantly shorten the time it takes them to feel confident and add value.

With a strong onboarding plan, you’re not just acclimating employees – you’re accelerating their readiness, aligning them with your culture, and, ultimately, supporting the sustained growth of your business.

Building a fair compensation and title framework

Recruitment is only part of the equation; retention requires a thoughtful approach to both compensation and career progression. Offering competitive salaries is important, but it’s not enough. Employees need to feel that their pay is fair and that clear, equitable paths for advancement exist within the organisation.

A 2021 Pew Research Center survey highlighted that the top reasons people leave their jobs are compensation, lack of advancement opportunities, and feelings of disrespect. This can manifest in various ways, such as disparities where a male hire starts with a higher salary than an equally experienced female counterpart. Or, a man may hold a higher title than a woman with the same responsibilities, resulting in a more lucrative compensation package with a higher base salary and more stock options.

To address these issues proactively, businesses should commit to closing the gender pay gap and ensuring transparent, equitable progression. Establishing a well-defined framework around promotions, title expectations, and salary ranges – and applying these standards consistently – can help prevent these inequities and resolve them effectively if they arise. By committing to fairness in compensation and advancement, organisations can foster a workplace where talent feels valued, respected, and motivated to grow.

Enabling managers

We’ve already discussed guiding managers during the recruitment process. It’s also worth mentioning the importance of providing managers with training and support for their day-to-day roles.

When a company is still small, leadership can know and work individually with each hire and play a role in onboarding. As it grows, that becomes harder, and management becomes crucial.

I’ve seen the difference a good manager can make. They’re the difference between moving fast and moving fast towards a specific goal. It’s also no coincidence that the most effective managers have the most support and training and the most clarity about their expectations.

You can help your managers by giving them clear expectations and goals and then providing guidance and feedback to ensure the right work gets done and the right people are hired to accomplish those tasks. Providing them with policies and workflows for routine tasks – like onboarding new hires and conducting performance reviews – can make a world of difference.

HR’s many moving parts

Much of what drives a high-performing HR function happens behind the scenes, often unnoticed by the rest of the organisation. Processes like employment verification, compliance with policies, and operational workflows might not garner attention day-to-day, but they are the backbone of a well-functioning business.

These foundational activities ensure legal compliance, consistency, and efficiency, creating an environment where employees can focus on innovation and impact. While they may not be as visible as talent acquisition or leadership development, these systems enable the organisation to scale smoothly, minimise risks, and support its people effectively.

A strong HR infrastructure isn’t just about ticking boxes – it’s about creating stability that empowers employees and leaders alike to focus on achieving strategic goals. When these unseen processes run seamlessly, the entire organisation benefits.