Date archives "April 2008"

Hiring

Interviews and Psychometrics

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“”I had a job interview at an insurance company once and the lady said “Where do you see yourself in five years?” and I said “Celebrating the fifth year anniversary of you asking me this question”” Mitch Hedberg

After the sourcing exercise is complete, you have to select a list of candidates having the correct skill sets and background to succeed at your organization, based on their resume. Resumes should be used as a reference point to form your own image of the candidate. In my opinion, interviews which have a structured format give the employer an upper hand to navigate the conversation. This is in comparison to unstructured interviews where the candidates navigate interviews based on topics they are more comfortable with.

Creating a structured interview requires creating a set of questions to be asked of each candidate. This allows you to document information in an objective manner as well as make comparisions between candidates easier . They key quality to be looking out for is passion, willingness to learn and honesty during the interview process. Use the questionnaire to devise questions to test for these. 

We have recently introduced psychometrics into our hiring process. Psychometrics is a tool used to evaluate a candidates cognitive abilities and personality traits. It provides an in-depth evaluation of the candidate and allows us to determine if he/she will fit into our workplace environment. Used together with structured interviews it provides an infinitely more comprehensive overview of the candidate and makes hiring more objective and transparent.

Interviewing candidates becomes a whole lot easier, the more you do it. In the beginning, especially if you are hiring for the first time it can be a little intimidating. By using a structured methodology and tools such as psychometrics you can drastically cut down the learning curve until you develop the ability to read people more accurately.

A tip I was given by one of my mentors when I was setting off to hire for the first time was: “Always trust your gut, if it doesn’t feel right don’t hire him/her.”  The one time I did not follow this advice, got me into a lot of trouble, so just go with your own instincts and you will do just fine.

 

Hiring

Sourcing for talent

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“Time spent on hiring is time well spent.” Robert Half

Sourcing for quality talent at a startup is not an easy task. The obvious reason is that we have to convince candidates about the future prospect of our organization and how they are going to benefit by being part of the process. These candidates usually have other offers through the corporate world and are, in my experience usually tempted to stick with the tried and tested path. However being an entrepreneur you need to be out there convincing just about everyone about the growth and prospect of your organization. It could be to a potential customer, a potential employee, your core team and friends and family. You have to have your selling mode always on to create a buzz about what you are doing.

Since we have a prepared job description, we now need to spread the message. There are many options available to you depending on your budget.

1. Advertising in Schools: If you are still based in university advertise your openings on the university job posting boards, if they have any. Attend as many entrepreneurial networking mixers and ask for the opportunity to pitch your company and openings to the audience. In my first couple of ventures on campus I found these to be effective mediums to get the word out.

2. Social Networks: We have recently started using Linkedin and facebook to scout for potential talent in the core teams network. We have had more success using facebook by advertising positions on dedicated company pages. These networks are powerful mediums to get your message across to your second and third degree networks which are difficult to reach otherwise.

3. Corporate site & Blogs: You should do your best to allow your website to post job openings and accept structured resumes to help you continue to grow your resume bank. This will help you to minimize the time it takes to fill positions in the future. If you or your company have a regularly updated blog I would definitely use that medium to attract talent as well.

4. Referrals: This is how we carry out most of our hiring. When we have the job description ready I send it out to friends in the industry to get it to individuals who they feel may fit the role we are looking for. My friends realize how we work and are able to scout intelligently for talent.

5. Job Boards: Whether you use paid ones or free ones, in my experience, the selection process takes a lot longer using this medium. Firstly there is much sorting to be carried out, the quality of candidates is not the best and without any references it is more of a risk. However if the options mentioned above are not available to you this medium has the capability of getting your message out to a large number of individuals.

6. Head Hunters & Executive Search: This is an expensive option which becomes necessary sometimes if you are looking to fill a key role in your team. This is used as a last resort and only for very critical job roles. Selecting the right recruiter is a subject which I will write about in the coming weeks.

This is a preliminary list of tactics that you can implement to start your talent search. Avoid making rushed decisions and do your best to find talent through referrals and references whenever possible.

Hiring

Job Descriptions

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“It is all one to me if a man comes from Sing Sing Prison or Harvard. We hire a man, not his history.” Malcom S Forbes

Once you have developed a framework for your organization, you are now equipped with the knowledge needed to develop a simple job description to help attract the talent that you need in a more focused manner. Job descriptions are often overlooked or not given enough attention at younger organizations. Since growth is organic and structure is often not in place  this is often disregarded. Say you are looking for an associate web developer to help support your core team of developers with some flash developmental work. In your mind you are perfectly clear about the sort of resource you require. However, later on if you tell the individual to help you out in your php developmental cycles and other administrative functions there may be unpleasantness. 

First we need to map out the main areas of a standard job description. 

Position: The title of the opening at your organization. Keep the title simple and avoid fancy titles which only cause confusion about what the role actually entails.

Responsibilities: This is where you outline in detail all the tasks which the resource will be responsible for. At startups, this should include a broad spectrum if your team is small because we all have to wear multiple hats at the beginning. If you are already at an established stage and are taking on a specialist then you make sure you have covered all the areas of responsibilities. 

Division: You will need to outline which department the resource will be under and the departments main role and functionalities. This will help put the responsibilities into context and bring clarity to the actual job requirement. You can also include details covering who the person will be reporting to and working with.

Education and Experience: Depending on the level of candidate you are looking for, you can fill this category likewise. Any relevant industry experience that may be required should be highlighted here.

Workplace environment: You can refer to the framework list to gather details to fill in this section about the working environment of your organization.

Personal Attributes: If you require any particular attributes which you think will be critical to succeeding at the job then this is the section where they should be highlighted.

These points will help you create a short job description which will help convey your message effectively to potential candidates. It will also help you benchmark performance against responsibilities assigned for the future , making it a critical document in your hiring and talent management process.

Related Posts:

– Hiring Revolution: Job Descriptions

Hiring Teams

Frameworks

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“Hire people who are better than you are, then leave them to get on with it. Look for people who will aim for the remarkable, who will not settle for the routine.” David Oglivy

Your startup is growing fast and you need more helping hands to take you to the next level. Congratulations on reaching this far on your journey as an entrepreneur, it is going to get a lot more exciting from here on . Hiring is perhaps one of the most critical as well as the most difficult functions that any company has to undertake. There is a reason why Jack Welch has stated that Head of HR should be at the same level as the CFO at a company. What a lot of startups end up doing when things are in a tizzy with growth is to hire the next guy who looks good on paper. We did the same in a couple of ventures earlier on  and suffered as a result. This is not a process you want to rush, each hiring decision you make is going to have a impact on your business and the smaller your organization the larger the impact. 

The entire objective of hiring is to find a resource who possesses the skill sets, abilities and personality traits which match the opening position. To identify skills sets and abilities is relatively straight forward. If you are looking for a web developer you will require proficiency in certain programming languages and cognitive abilities which can be gauged through the applicants resume, portfolio and ability tests. The tricky part comes when you are looking for specific personality traits. Not every web developer will be suited for your team. If you are a highly structured and analytical team and you find a brilliant developer who however has a strong preference for unstructured working environments you are most definitely going to have a problem very soon.

When I am consulting clients on hiring these are three factors that I ask them to identify prior to the development of a job description ;

1. Work place preferences: Some workplaces thrive in unstructured environments while others require a routine to function in. Other places value team work more than solo operations. You need to correctly identify what preferences have been put into place by your current team. This will allow you to define and clearly communicate to the applicants the environment they are going to be working in.

2. Intellectual capabilities: This is where you identify what sort of intellectual capabilities you are looking for in the designated role. Will the resource have to be involved in creative development work or heavy research position or in a position where he/she needs to be making many decisions. Each will require you to keep a look out for particular characteristics.

3. Personal Attributes: If your position requires the resource to motivate and energize teams then you will require someone who has high levels of energy and the capability to energize. They will require them to have immense passion and the ability to infuse it into the organization. If your position is research heavy and it doesn’t require the individual to be in such a position this attribute will not be necessary. Other attributes such as personal drivers are very important. Some individuals are purely driven by monetary compensation while others require less and more personal satisfaction. 

Formalize your list into a framework and you will be clearer as to what sort of individual you need to succeed at your organization.

Related Posts:

– 8 characteristics of ideal business partners

Teams

Hiring your first employee

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“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.” Larry Bossidy

The day your company is ready to hire its very first employee is an exciting one for any startup company. It is a sign of growth and a sign that things are moving in the right direction. Talking about hiring may be fun but when startup companies actually get down to doing it, thats when they realize that it is much harder than it appears to be. Over the years I have been through this cycle many times and am constantly refining the process, to get it right. 

What starts out seemingly as a simple cycle of sourcing, identification, interviewing and hiring requires a lot more groundwork to get the process right. In my earlier ventures our recruitment methodology was very sporadic and unstructured. This resulted in the hiring process taking much longer , it was more expensive, we didn’t get the right people and through it all lost business opportunities while searching. Recently, in one of my companies we have initialised the hiring process which has been a much more efficient and cost effective approach. I will share it with you this week.

Startups need to realize that hiring and building their team is going to be the most critical exercise to ensure the future success of the company. If you hire and work with people who do not have the passion, spirit and ‘need to win’ approach, your chances of succeeding are greatly diminished. By hiring the wrong people you slow down the company, decrease morale, incur heavy tangible and intangible costs. You must be cautious that you limit the entry of such people to your core team. During the course of the week I will touch on the 5 basic steps we take to identify and recruit employees. I hope it will be of some benefit to all the readers who are thinking about hiring in the near future.

 

Inspiration

5 nuggets from ‘The Alchemist’

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“If you can concentrate always on the present, you’ll be a happy man “ Paulo Coelho ‘The Alchemist’

‘The Alchemist’ is a story about the journey of life. It follows a boy who slowly discovers himself and what his true calling in life actually is. Through the story several fundamental topics such as life, struggle, love, money, courage, fear, sadness, success, death and destiny are discussed. When I re-read this book recently, several of these topics related to me on levels which I had not thought about before. I was able to put myself into the boys shoes and actually relate to some of the experiences as an entrepreneur. I decided to outline 5 key topics from the book in this week’s blog series;

1. Personal Legends: What is it that you always wanted to be or do? Are you currently doing it or have you chosen a completely different path in life? Finding one’s true calling and following it is not as difficult as it seems. You need to have an open mind, free yourself from external voices, which constantly tell you what you can and cannot do and then figure out what you want to spend every single day of your life doing. To read my story please click here.

2. Your Heart: When was the last time you just did something because it felt right? We all face an information overload in today’s world. It causes us to over analyze and rationalize to an extent that is completely unnecessary. Along the way we lose ourselves and the reasons why we chose one pathway over another. We need to keep the conversation between our heart and our brain at a healthy equilibrium to help us reach more rounded decisions. To read more please click here. 

3. Fear: Venturing into the unknown gives the best of us cold feet sometimes. What is important to remember is that this is a natural emotion and one which we need to learn to recognize , face and work our way through. We need to understand where it stems from and deal with the core and root issues instead of fighting it blindly. To read more please click here.

4. Courage: An essential quality, one which everyone should focus on developing. It provides a strong foundational base to lead a richer and more meaningful life. You will continue to find yourself in sticky spots in life, be it pertaining to business, career or your personal relationships. Each of them will require you to standup for yourself and face them head on. To read more please click here. 

5. Tests: From the simple to the complex, we will face a multitude of tests during the course of our lives. How we deal with them and what we learn from them is of the essence. Some will be so severe that every waking minute of your day will revolve around them and it is in these tests that we truly discover ourselves and who we really are. To read more please click here.

Everyone derives different meaning from ‘The Alchemist’ and what it meant to them. These were some of my interpretations on a few of the book’s core issues and how I was able to relate to them. If you have read the book and have any insights which you would like to share I would really appreciate that.

Inspiration

Tests

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“…before a dream is realized, the Soul of the World tests everything that was learned along the way. It does this not because it is evil, but so that we can, in addition to realizing our dreams, master the lessons we’ve learned as we’ve moved towards that dream. That’s the point at which most people give up. It’s the point at which, as we say in the language of the desert, one ‘dies of thirst just when the palm tree’s have appeared on the horizon.” Paulo Coelho

Tests are points of inflection which determine the course one’s life will take. They come in varying degrees of intensity from the simple such as sticking with your diet plan to the complex such as risking all your life savings for a business you believe in. How we cope with these battery of tests moulds our life and has a direct impact on our level of happiness, success, health and stress levels. We go through a mix of emotions whenever we are put through one of them and go into this internal dialogue which weighs out the pro’s and con’s and attempts to make sense of the situation. 

At times we are confident how we will deal with them as compared to others when we stay up all night wondering why out of all the people in the world, it is we who have to go through this. It is during these complex tests that we develop the ability to look deeper into ourselves and see all the steps which have lead up to this point. For example, if you have ever started a company you will know that getting that first big client is just about the biggest test a startup goes through. Day and night the team does its best to identify, convince and close that deal. Yet weeks and months go by and no deal is closed. It is at this point that each and every team member is tested on their commitment, belief and faith in the company’s offerings. Do you quit or do you go back to the drawing table and figure out why you have not been successful? 

In the book ‘The Alchemist’ the main character has to pass through several tests before he reaches what he truly desires. Along the way, life tempts him with the easy way out,  tells him to settle for less than he knows he deserves and at multiple times leaves him with nothing to hold on to to gauge how badly he wants to reach his goals. We will undergo everyone of these tests on our journey to fulfilling our personal legend as well. There have been times in the past when I was starting out that quitting and heading to the corporate world was often on my mind. It was a time when I really had to ask myself “What is it that I truly want?” and “What was is it that makes me truly happy?”. It was an intense time in my life but I got through it and am happy with the path I took. 

Everyone will face similar tests, whether you are an entrepreneur or not. At times we may just give up hope and take the easier way out, doing that is human so don’t beat yourself up about it. If anything, look back at that time and figure out why you took that decision, was there anything you would do differently now? Learn from those tests and they will help you overcome the future ones with a more ease. 

The next time life puts you in a bind keep your chin up, stay focused and follow your heart. 

Inspiration

Courage

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“Courage is the quality most essential to understanding the Language of the World.” Paulo Coelho

To overcome your fears you need to first have the courage to face them. You need the will and strength to break down all the barriers, be they physical or psychological. Taking that first step requires courage, the need to believe in yourself, your personal legend and your ability to move forward. The beginning of this process is a difficult and lonely place, for this is a decision that has to be taken on ones own . This one decision will impact the rest of your life in ways you have not even begun to fully understand. As you develop this virtue and inner strenght you will tread further on the path to accomplishing great things. 

When I started business, it was an uphill task getting our product line ready, to the day we had our first customer meeting. Everyday is a test of courage and committment and continues to be so even a couple of years down the road. Over time I have been able to overcome some obstacles, but I am still fighting to overcome others. To gather courage and use it as a concentrated force has to come directly from your heart. In the ‘The Alchemist’ the main character is in continuous strife with his heart. There is a constant struggle between the rationalization of the brain and the urgings of the heart to go with his gut to fulfill his personal legend. You can sense the anguish he feels when torn between the two and the inner peace and joy he feels when he goes with his heart.

Being an entrepreneur you will find yourself in this conflicting state many a time. It could be in the shape of standing up to your team when you believe the right actions are not being taken, giving critical feedback, admitting when you are wrong and changing your ways when it is so required. You will experience doubt and reservations specially when you move outside your comfort zone. I still get this feeling when I push myself to go further than I have before. It is however most invigorating , makes me feel alive and keeps me in touch with the world. Start developing this virtue , it is one that will take a lifetime to master.

Inspiration

Fear

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“Don’t give in to your fear….If you do, you won’t be able to talk to your heart.” Paulo Coelho 

Embarking on a journey of fulfilling your personal legend and following your heart can be quite scary at times. This is often because you are embarking on a course which breaks away from tradition and are going down the path less travelled. The first step in this direction is usually the hardest you will ever take. Your brain will be rationalizing against it and will be in continuous battle with your heart leading to a most confused and scared state . The worst thing you can now do is fight these emotions, instead , accept them for what they are and learn to understand what is triggering them.

The more we fight them the greater the urge to rely on logical decisions. We hence often miss out on the human element because we are suppressing what we truly want, alligning it instead to what society deems acceptable. When the human brain can reference past experience with tangible outcomes the fear of the unknown is greatly reduced and it becomes relatively easier to make that first step. When I got out of university I had to cross this personal Rubicon. On one hand there was a high paying job with stability and repute and on the other was this blur with our business plan being the only guiding light. I took the latter because deep inside I knew that the startup route was the one for me. 

I sought advice from many people before I embarked on this route. A lot of entrepreneurs shared the good and the bad times which they had experienced, highlighting some of the common problems I would have to face when starting out and ways to handle them. All of this helped subside the fear and the blur began to take shape. Trust me, this was still a difficult first step to take, however, once I had done so, every subsequent step become that much easier. We have to accept fear as a natural reaction which everyone experiences at one level or the other. Instead of fighting it , understand where it stems from and do you best to overcome the barriers.

Related Posts:

Inspiration

Your Heart

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“…Wherever your heart is, that is where you’ll find treasure.” Paulo Coelho

I used to be of the opinion that the brain dominates all rationale behind decisions we make in life. Over the last couple of years I have begun to change this opinion and do believe it is actually the heart which is in constant communication with you and helps process our thoughts through the brain as a filter. The brain uses logic and the past to determine whether a certain action or thought is worth pursuing. If the brain becomes too rigid a filter, most of the communication from the heart gets subdued in the process. The longer this continues the more we lose touch with ourselves, our desires and our wants. Life becomes increasingly more inflexible and we find ourselves on a path which is very different to the one we originally set out on.

The problem is, that there is a stigma attached to decisions made through the heart. They are said to be emotional, not well thought out and impulsive. I agree with this to a certain extent, but to make decisions without input from the heart will have you relying too heavily on the tangible . Finding yourself in this predicament as an entrepreneur means you are losing out on much needed human elements.  Experience shows this element is a critical one and losing out on it, may have you doing or saying uneccessary things.

The Alchemist covers this element in some detail and talks about how, no matter how hard we try to bury the communication from our hearts, it continues to remain in your sub conscious. When you are making decisions, whether to start a business, select a partner, hire an employee or close your business make sure you are making a well rounded decision. It has helped me feel a lot better and happier when I have approached situations from a balanced position, making sure that I am not missing out what is happening between the lines.

“Tell your heart that the fear of suffering is worse than suffering itself. And that no heart has ever suffered when it goes in search of its dreams, because every second of the search is a second’s encounter with God and eternity.” Paulo Coelho