How to Contract/Hire for Your
Startup - the Fast Way
Aleksander Vitkin
Facebook.com/Aleksander.Vitkin
Aleksander.Vitkin@gm...
Introduction
• Who am I?
– Freelancer Marketer and Recruiter since 2009
– Top 5% recruiter on odesk.com
– 28 years old, tr...
Table of Contents
• My Hiring Philosophy
• Where to Get Your Ideal Contractors
• My Fast Recruitment Process
• The Contrac...
Table of Contents
• Who to Recruit and When
• Questions During the Interview
• How to Retain Employees/Contractors
• List ...
My Hiring Philosophy
• “Hire people who don’t need management” – Eben
Pagan
• Past achievements and degrees are barely rel...
Where to Get Your Ideal Contractors
• The best place to hire:
– Referrals by people who know their stuff
– Interns who hav...
My Fast Recruitment Process
Method 1, Quick and Efficient:
- You are the buyer here… CHOICE!
- 100-1000+ hours on odesk
- ...
My Fast Recruitment Process
Step 2. Tiny “24 hour” project:
– Does he deliver or make excuses?
– Attention to detail?
– Ab...
My Fast Recruitment Process
Step 3. Choose the best candidate and start him
off on a 1 week project.
Step 4. Hire, repeat ...
My Fast Recruitment Process
Method 2
This is the most effective method I use.
Find people in a community related to your f...
My Fast Recruitment Process
2. After 1 month, keep the average interns doing
these tasks, promote above average interns to...
My Fast Recruitment Process
3. After 3 months, if you have about 20 interns
overall, about 3-4 of them will be suitable fo...
The Contractor Mindsets
• Pusher: You give someone a project, they do
everything in their power to complete it, even
if yo...
The Contractor Mindsets
• NOT:
– “I just need a job”
– “My previous employer was an ***hole” (Usually an
underlying issue)...
How to Track Work
• Odesk.com tracking software or similar…
• Online Google docs, excel sheets
• Weekly/daily calls
Tasks not Roles
• When you start out, you’re not hiring “the vice
president for research and development”
• You have a lis...
Success stories
• Success stories: Video Editors, Sales, IT
• How I hired video editors
• How I hired costumer support/sal...
Who to Recruit and When
• A mistake a lot of startups make is hire marketers
and try to outsource your marketing strategy…...
Questions During the Interview
• Be creative, it depends on the position
• Make sales applicants sweat…
• Ask someone with...
How to Retain Employees/Contractors
• Just like with customers, it’s much easier to
keep a good employee than find a new o...
List of Resources to Learn More
• YouTube: Eben Pagan, “How to Hire People”
• Topgrading – Brad Smart
• Tribal Leadership ...
Thank you for your attention!
Feel free to ask questions…
Contact info:
Facebook.com/Aleksander.Vitkin
Aleksander.Vitkin@G...
Fast Recruitment Process   Aleksander Vitkin
Upcoming SlideShare
Loading in …5
×

Fast Recruitment Process Aleksander Vitkin

507 views

Published on

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
507
On SlideShare
0
From Embeds
0
Number of Embeds
10
Actions
Shares
0
Downloads
9
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Fast Recruitment Process Aleksander Vitkin

  1. 1. How to Contract/Hire for Your Startup - the Fast Way Aleksander Vitkin Facebook.com/Aleksander.Vitkin Aleksander.Vitkin@gmail.com
  2. 2. Introduction • Who am I? – Freelancer Marketer and Recruiter since 2009 – Top 5% recruiter on odesk.com – 28 years old, traveled to 23 countries while working online • How did I develop my recruitment process? • Why recruitment? – Key to long term business success – Make or break for any business – High leverage – Digital office space
  3. 3. Table of Contents • My Hiring Philosophy • Where to Get Your Ideal Contractors • My Fast Recruitment Process • The Contractor Mindsets • How to Track Work • Tasks not Roles • Success stories: Video Editors, Sales, Developers
  4. 4. Table of Contents • Who to Recruit and When • Questions During the Interview • How to Retain Employees/Contractors • List of Resources to Learn More
  5. 5. My Hiring Philosophy • “Hire people who don’t need management” – Eben Pagan • Past achievements and degrees are barely relevant. • Everyone is replaceable • Survival of the fittest • Huge pool of people to choose from • “The average cost of a miss hire is over $2M” – Brad Smart (Author of Top Grading) • Hire people who would do this alone, without getting paid…
  6. 6. Where to Get Your Ideal Contractors • The best place to hire: – Referrals by people who know their stuff – Interns who have proven themselves – Outsource websites • Odesk.com • Freelancer.com • Guru.com • Elance.com
  7. 7. My Fast Recruitment Process Method 1, Quick and Efficient: - You are the buyer here… CHOICE! - 100-1000+ hours on odesk - 4.5 star reviews - Portfolio full of similar work - Work-at-home (not agency) preferred - Family preferred Step 1. Quick interview: – Time commitment – Qualified? (Sales experience? Specific Dev. Questions?) – Quickly Discuss terms
  8. 8. My Fast Recruitment Process Step 2. Tiny “24 hour” project: – Does he deliver or make excuses? – Attention to detail? – Able to navigate the environment? – IMPORTANT: Check their work CAREFULLY even though you present it casually…  Best candidate out of 4-5 people.
  9. 9. My Fast Recruitment Process Step 3. Choose the best candidate and start him off on a 1 week project. Step 4. Hire, repeat process or take the second best candidate for 1 week trial.
  10. 10. My Fast Recruitment Process Method 2 This is the most effective method I use. Find people in a community related to your field… Developer forum/facebook group for example… 1. Hire interns for simple tasks (reply to simple customer questions, reminder calls, …) • Students aren’t the best interns • “24 hour project” • “1 week project”
  11. 11. My Fast Recruitment Process 2. After 1 month, keep the average interns doing these tasks, promote above average interns to more complex tasks based on their skills (you’ll get to know them during their internship).
  12. 12. My Fast Recruitment Process 3. After 3 months, if you have about 20 interns overall, about 3-4 of them will be suitable for hire. Hire them as needed based on their skills based on what you’ve seen them do successfully for you. Start paying them for the role they’re doing in their second level internship…
  13. 13. The Contractor Mindsets • Pusher: You give someone a project, they do everything in their power to complete it, even if you don’t reply. • Responsibility: They own the project and use their brain to complete it, not just follow instructions. • Vision: They love what the company stands for, the big vision/mission you’re trying to reach…
  14. 14. The Contractor Mindsets • NOT: – “I just need a job” – “My previous employer was an ***hole” (Usually an underlying issue) – “I’m doing it for money” – “What are the benefits” • YES: – “Ok, let’s get started” – “I just love what you’re doing and want to be a part of it, I’ll do what it takes”  Employees/contractors can be entrepreneurs as well.
  15. 15. How to Track Work • Odesk.com tracking software or similar… • Online Google docs, excel sheets • Weekly/daily calls
  16. 16. Tasks not Roles • When you start out, you’re not hiring “the vice president for research and development” • You have a list of tasks you do as the founder and you want to decrease your work load… • Find someone who can take over some simple tasks and help you be more organized and focused on company growth.
  17. 17. Success stories • Success stories: Video Editors, Sales, IT • How I hired video editors • How I hired costumer support/sales agents • How I hired IT guys • How I hired designers
  18. 18. Who to Recruit and When • A mistake a lot of startups make is hire marketers and try to outsource your marketing strategy… • Your first hire: highly organized, primarily customer support to decrease the email mountain • Developers: don’t hire a dev directly if you don’t know what you’re doing unless for a SIMPLE project • Sales before marketing
  19. 19. Questions During the Interview • Be creative, it depends on the position • Make sales applicants sweat… • Ask someone with IT background to ask tech questions… • “What do you like about business?” • “Are you married, do you support a family?” • “Do you have a stable fast internet connection?”
  20. 20. How to Retain Employees/Contractors • Just like with customers, it’s much easier to keep a good employee than find a new one. • Little celebrations/achievements • Gamification: “Gamification is the use of game thinking and game mechanics in non-game contexts to engage users in solving problems.” • Celebrate small weekly wins together
  21. 21. List of Resources to Learn More • YouTube: Eben Pagan, “How to Hire People” • Topgrading – Brad Smart • Tribal Leadership – Dave Logan • www.mindvalley.com
  22. 22. Thank you for your attention! Feel free to ask questions… Contact info: Facebook.com/Aleksander.Vitkin Aleksander.Vitkin@Gmail.com linkedin.com/in/aleksandervitkin

×