8 common mistakes 1. No
co-founder pre-nup 2. Hiring people like you 3. Not knowing exact role/s 4. Testing the skills, not the fit 5. Hiring at Speed instead of a+ 6. overselling 7. Inflated titles early on 8. Not getting help
HR interview tips Sell
first, then Interview. Failed interviewees often your best advocates. Exciting then formal Make it competitive Hire BOTH direct & use recruiters Do formal ref checks only for process, else keep to team fit ASOS culture first: anybody can block a hire (for the right, cultural fit or reason!) Go out! Games, drinks and dinners, must be informal.
Avoid the 8 common
mistakes Hire a* only after PFM stage Start immediately, hire slowly, fire quickly Use your f&F&F Actively use your network use friends’ LinkedIn accounts Admit what you don't know Use professionals for the first hires. Hustle ! You’re expected to Ask for favours (2.5 x rule) Offer (small) finders fee. iPad works better than $600 cash prize "subject to“ contracts
Why a company culture Without
one, it’s just a job. After product/tech, 2nd best investment Only way to attract top talent from better funded tech firms. Best tool to keep core values as you grow larger extra boost for all employee attitudes, job satisfaction and organizational commitment discretionary effort of up to 20%. (source: Arizona state university - 2007-2011) Because nobody can buy it or steal it from you !
Values STATED deliver best service
Embrace creativity and initiative Most talented people REALITY failed in the bid to acquire remaining 60% BSkyB News of the World closed down. Failure of accountability Strong ethics problem (phone hacking)
Values STATED Our culture embraces
innovative and imaginative thinking while striving for, and achieving, excellence. (1) Raise the Bar (2) At the Frontier of Innovation (3) No Limits REALITY Autocratic , Old fashioned Leadership Crushing Innovation in employees Poor quality product Releases Stock price Feb 7th 2011 $69.69 Dec 12th 2011 $16.21
Culture builder | your To
do list 1. build a culture of accountability from day one 2. keep mouth closed and ears and eyes open 3. build understanding, trust, and credibility with new recruit in the first three months on the job 4. over-promise and sets unrealistic expectations early on 5. Drive changes quickly, respect others’ business and culture backgrounds 6. Complain to investors and board 7. focus, focus, focus on immediate opportunities and key metrics 8. too involved in execution – delegate 9. being CEO get means serving your team 10. No being self-aware, introspective – 360 reviews include you 11. No being too hard on people and set expectations too high
Building your culture What you
do Make your company clear about its own. align people with clear expectations of behaviour Match culture with talent build accountability and high performance ethos Hire a*, show full support and trust immediately Support failures - analyse. wHat you need to do A Compelling Vision Transparency Shared Language Organizational Inclusion Development starting from the top
CULTURE: I STRIVE TO BE
Real. Don’t project any image, it masks true personality. Empathetic. Listen, trust, relate. A coach and advisor. Humble. Be direct. Be transparent. It’s your job to make sure people know what’s happening--that means the good, the bad and the ugly. Never shoot the messenger. Make the hard decisions. Don’t state your culture, just do it.
SMART real numbers with
real deadlines. No "I want more visitors." Measurable or nothing. No buzz words e.g. "brand engagement" or "social influence." Attainable – GOALS ARE challenging but possible. Realistic - be honest with yourself, you know you/R TEAM and limitations. Timebound – everything has a deadline. No "someday."
Simple to-do list Get
your team profiled. Only complementary hires. Set up your office space according to your values S.M.A.R.T everything Make decisions fast, even with limited data, then course-correct Get outsiders to help, they want / like to. Celebrate micro-victories Get out of the office together
Celebrate micro-victories It’s a
long way to a big victory Weekly updates, by category Kpi update by team/functio Open Fridays Lunch together Q&A Debate, poll, vote Celebrate reaching small milestones Invite your early adopters, make them part of the family
What worked for me
Stand up meetings “Open mike” Friday lunches Share the data, especially the bad news Ask “ what would you do? ” often. Have the tough discussions early, ask for input Agree, then Set challenging goals Progressively give more control to people Have the team spend time on what it doesn’t know yet. People need to learn new things to keep inspired.
SUMMARY 1. Your new job:
Chief people officer 2. Your company will hire 3 teams, not 1 3. Avoid the 8 most common hiring mistakes 4. First hires: A+ only, as they will hire most others 5. One chance only. Take your time. 6. Get help from pros. 7. Culture : don’t state it, live it out. 8. Try new things, break a few things.
HANDY TOOLS, TIPS & MORE
FounderDating - premiere site for founders/co-founders CoFoundersLab - find a co-founder in any city YouNoodle - founder matching Stanford Business School Interns –Stanford interns are cheap Angel List – Angel List jobs board Startup Weekend - Launch a Startup and meet a co-founder FoundersHookUp - Invite-only find a co-founder Founder Strengths – Gallup Strengths Center PartnerUp- small business site to find partners, business opportunities, real estate, etc. Meetup - go to a Meetup! How to hire developers - mike greenfield Foundrs - co-founder equity calculator Lance Laking, common sense on people management Netflix HR