Hiring for startup

         Here’s something funny about first-time entrepreneurs. Even though they dream about making all the big decisions as boss of their own enterprise, when the time comes to recruit first teammates, they compromise. It’s true. Instead of seeking out a fabulous fit for their organization, they settle for the first person who “is available” and expresses enthusiasm for the startup mission.

The reason why startup entrepreneurs have a difficult time finding good people is they don’t try that hard.

Here are five considerations to help you hire the employee of your dreams.

1. Hire desired skills. Startup entrepreneurs are prone to hire an unqualified employee because the job candidate claims to be a “fast learner.” This kind of enthusiasm may work for larger companies with extensive training resources, but not for budget-starved startups.

Employees who are asked to do something they’ve never done before are likely to make beginner’s mistakes that will cost your company precious capital and time. The best way to avoid avoidable problems is to hire employees who have already “been there and done that.”

If, for example, your company needs proposal writing assistance for a Small Business Innovation Research (SBIR) government grant, don’t just hire any kind of writer to do this important work. Search for a grant writer who has prepared several SBIR proposals in recent years. Then, favor applicants whose proposals turned into grant awards. I’d always rather pay more to people who know what they are doing, than less to people who don’t.

2. Hire relevant experience. Desired work experience should be defined not in terms of years, but rather in terms of specific work achievements. Just because a biochemist has, for example, 10 years of work experience doesn’t mean that the previous work accomplishments line up well with your company’s operating needs.

Another way to define work experience is in terms of work environment. A marketing manager who managed promotion campaigns for a well-established, big-budget corporation may flounder when asked to conceive and implement promotional campaigns for a cash-poor startup. As you review candidates, pay attention to work histories in which applicants were required to perform with little managerial supervision and team assistance. I also like to hire compulsive organizers who are happy to create systems for an emerging enterprise.

3. Hire competitive drive. Let’s face it — all startups have to compete aggressively for customers. So doesn’t it make sense to hire employees who thrive in a competitive work environment? Great startup employees embrace competitive challenges, hate losing clients to competitors and are highly motivated to exceed work goals. During interviews with prospective employees, ask about sports interests and other personal and professional activities that involve achievement under pressure. Prospective employees who dislike fast-paced competition probably won’t be happy working for your new company.

4. Hire persistence. With hiring criteria that emphasize competitive drive, should entrepreneurs favor job applicants who say they “have a long history of winning” in everything they set out to do? Not necessarily. Great startup employees adapt well to shifting priorities and don’t get easily discouraged from unexpected setbacks. Ask prospective employees how they handled career disappointments. Also, invest extra time into talking with prior bosses about a job candidate’s ability to manage frustration in a work setting. Simply stated, all startups need determined problem-solvers, not toxic finger-pointers.

5. Test performance. I’m a fan of long probation periods for recent hires in small businesses. If a new employee doesn’t fit in with the company rhythm or perform well during the first few months on the job, don’t delay in discussing your dissatisfaction. Another low-risk way to test prospective employee abilities is to create a project that can be completed as an independent contractor.

Here’s one last tip. I find that the most productive way to quickly sort through resumes, online or offline, is to have your written job criteria list on hand. If a candidate doesn’t meet your top three criteria for experience and expertise, then discard the person’s resume and move on. Hiring decisions are easy. It all comes down to this: If your game is football, don’t hire (and pay top cash for) the trophy-winning polo player.

Cheers

Akash Poddar

Family Business

Bridging the Gen Gap.. Its possible :)

         Family Businesses has a major contribution to the Indian Economy, apart from startups, family businesses enhances employment much more than the MNCs and giant corps does. There was a time when family business was labelled as "certain community idea" but things have changed now but challenges remain the same. I myself have been involved in my family's manufacturing business for quiet some time now and i have been facing quiet a few challenges which em sure most of you face as well. We cant blame the elders {father, uncle, grandfather} for their way of running business, because they have started it and are running it for decades, but now as we are taking up, there are certain changes in the work which we like to bring but is often not well taken by the elders, lets highlight some of the solutions to such problems which i have used myself and is really effective.

• Use external source: By this i mean try and bring letters or articles from newspapers or magazines or websites or blogs{like mine :-)} to show them the authenticity of the idea. Convincing them that such plan has been implemented somewhere and is successful will add a big push.
• Write down your idea: Instead of discussing it verbally, which may also lead to arguments, if you present the idea in paper using diagram or facts, it will make them hard to ignore what you have in mind. Plus it will also give them time to consider your contribution.
• Ask for your control: If there is a part or department at work where you think you can make a major contribution, ask for full authority. This will automatically make the elders focus more on that particular department and they will surely boost your morale.
• Fix a transition plan: Don't feel shy to talk to elders to make a transition plan (a plan that focuses on who will take over what). Indian children aren't very comfortable talking about it, but if there is not a proper transition plan, business may fall later and may often lead to courts.
• Focus on the chair: There are many people particularly in Indian businesses who have their eyes on the business and they will be willing to find loopholes so that they can take advantage of even a minor error, the business belongs to you, treat it like your baby and protect it, if you let loose now, in the long run it will kick your rear back.

    You may not always get full support, there will be times when your ego may get hurt but you have to be strong enough and get your work done. Every father will be proud of you once you show them the results, plus that director's remuneration package adds to your celebration :)

Cheers

Akash Poddar