Tag Archives: culture

10 ways to hire great guns for your start-up

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Just like “Marketing is too important to be left to the marketing department”, for start-ups

Hiring is too important to be left to the HR department.

In the previous post I talked about ‘Who to hire for your start-up‘. Many of you agreed to most of what I shared so the next question that comes out is how to hire these guys. As @mohak put it brilliantly

Recruitment is marketing. If you can’t hire well, you can’t market well 

If like most others you are finding it incredibly hard to recruit your A team here are some obvious and not so obvious tips

HowSuccessfulStartupsHire-poster

      1. Be Involved: Unless you have someone really well in the team who can handle this for you, be involved in hiring. Another pro tip is not to hire a standard HR professional to do the hiring for your start-up. I’m yet to see a regular HR person turn into a great start-up HR pro. Most of them just don’t have it in their DNA. To avoid bad hires, stupid hiring processes and missing out on some exceptional talent its best suggested to be on TOP yourself for as long as you can afford to be. Founders set the culture of the company and the people they hire initially defines it.
      2. Brand: Be it your founding team, your VCs, the cool tool/service that you are developing or the world changing impact you are going to have. The easiest and surest way to get talent is to be remarkable. Unless your company’s mention people go WOW, you’ll always have a tough time getting smart people to work for you. PR/Social Media/Customer Care or what ever it takes, make sure you have a plan to create a brand around your start-up
      3. Recruitment begins at home:  This bit is so obvious that most start-ups tend to forget it. Every start-up should try to leverage their existing employees to hire more people. This is applicable as much to a 10 member start-up as to a 100 member. No one is better suited to spread the word about you than your existing workforce and you never know which one of your employees gets you whom.  What’s needed for this to worka) Happy & Empowered Employees – Unless one likes their job/company they won’t spread the word and as a founder you need to make sure that your employees aren’t just having a great time working for you they are actually so proud that they’d shout out to all their great friends as invite them. However you at your end need to ensure that they are empowered enough to do this and don’t have any bad experience about the whole thing/process.
        b) Incentives (Icing on the cake) – $$ or mobile phones, might just do wonders.Keep asking them for feedback about hiring/referral process and keep getting it implemented
      4. Customers/Partners/Investors/Vendors: The second best source to get smart folks to work is to leverage the people who do business with you. Keep them in loop about your openings and you never know who they help you hire. They might not even need any incentives and would be just happy to do some matchmaking for you (Assuming you have a healthy relationship with them and serve or pay them well). A power user/customer is a great hire(obviously they need to be talented and not just power users), they’d be obsessive about the product and would already have some ideas on how to make things better. I’d given an arm to have a passionate customer join my start-up
      5. Promotion on Your Website: Sounds too obvious again? Trust me it’s not. Far from what some of you think. Only a handful of hundreds of start-ups use their website to promote their job openings. How many of you(founder) have an updated jobs page on your website? Here are some of them that “Get This”slideshare_hiring
        Visual Website Optimizer
        Heroku
      6. Social Media:
        a) Sponsored ads on Facebook
        Sponsored Updates
        b) Company Page on LinkedIn
        linkedin_twitter
        c) Email Lists
        google_groups
      7. Content Marketing: Content is King” so to speak, for it has a life of it’s own. You can leverage content  to market yourself and attract relevant employees. Interest content will find its way around layers of social media and reach places you can’t. Here are some examples
        Brandologistakosha
      8. Start-up Events/Meet-ups: I know by experience that most start-up events are as (or even less) than the websites/blogs that organize them but even those events attract some bright people who are just out to explore interesting opportunities. You should be checking these events every once in a while. Also, you can consider organizing some meet-ups/hackathons to attract enthusiastic folks.
        has
      9. Internship portals/Start-up Websites: Some of these portals provide access to ambitious and talented people. Also,the sheer fact that some is following them means they are already a bit ahead of the curve
      10. Random Pick-up: This one is as nasty as it sounds. Like somebody’s blog post on tech architecture? Find someone’s slideshow amazing? Follow this amazing sales person on twitter? Stumbled upon a script on github that you found useful?
        GO ahead and make contact. Start interacting with these folks and see if they’d like to join you in your journey.
        The entire kwippy team was hired for Mpower Mobile(in 2008) like that

These 10 ways should help you with your hiring. Do share what you think about them and if you have any experiences around start-up hiring that others can benefit from

Update:  Here’s another super geeky way to pick up nerds

BUEDhMsCcAEHmEA

 

 

Customer Development Design

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I’ve been a regular follower of Seth Godin’s blog and like almost all his posts. However there are some posts of Seth that I like way more than others. A couple posts that really caught my attention a few weeks back were on choosing the customer and training your customers respectively.

Posted at an interval of two days these two blog posts taken together offer a nice(different?) perspective of looking at things when it comes to Customer Development. Against the common notion that you should try to attract all kinds of customers Seth suggests that you choose your customers. Yes, you choose your customers for your business by your brand value proposition, pricing, customer experience and other things. All aspects of the way you run your business attracts or repels certain kinds of customers. You might wonder, why is it important to choose your customers?

It is especially important to choose your customers if you have a perspective/vision and you want things to happen according to that and not according to the terms defined by the market. For example sake, consider two product companies, one of which is very choosy when it comes to picking their customers and would rather prefer a smaller set of customers of the kind that they’d like while the other company is not really that choosy and is open to catering to all sorts of customers, the more the merrier. Assuming they both start from the same point, it won’t be difficult to imagine how differently would shape up after an year into the business. Company A which focuses of select customers will emerge out to be almost on the lines of the founder(s)’s vision while Company B which wants to get as much customers as it wants will have significant difficulty living up to the varied expectations and might just give in to the (un)reasonable demands of the majority.

Not only this, Seth suggests that businesses should also train their customers. Yes, training the customers by encouraging certain type of behaviour by rewards etc and discouraging certain type of behaviour. For ex: If you’ve priced your product slightly above the market standard then there’ll be lots of customers complaining about your price and trying to negotiate their way down(in terms of prices). Now there are two ways to go about it, one that you let customers negotiate and other is to don’t bother. Over a period of time if you follow the don’t bother policy you’ll observe how some price sensitive customers will move out and the remaining customers will get used to the higher than market price and stop complaining (This assumes that their is something that the business  offers to offset the high price).

Another interesting effect that this has is that it helps in building a culture among your customers that’s decided to a large extent by your terms and not the markets.

The YouTube Culture

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A great video presentation by Prof Wesch on YouTube from an anthropological point of view. I particularly liked the parts of talk about YouTube’s community and the website’s culture. As written previously, websites have cultures too , the fact that a good 5% of videos on YouTube are personal vlogs addressed to the YouTube community means something and common trends like remixing people’s videos and replying a video by another video demonstrate how cultures are built and grow. What do you think about the culture  and community on your favorite site ?

Websites have Cultures too….

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Ever wondered why different websites despite being of the same genre
appear/feel differently ? or why your own behavior differs from site to site?

Well the case in point being that all websites across the web consciously or unconsciously develop cultures and subcultures just like it happens elsewhere when a group of people interact with each other over a period of time.

Consider the following examples

Case1: Orkut

I’ve always felt that people(ones I know) spend a lot of time “filling the profile info” and often even more time “maintaining/updating profile info regularly”. It might be necessary in some cases but if you are just there to stay in touch with people you know its not necessary at all but still lots of people(old and new) tend to do it.

Case2: Facebook

I haven’t used Facebook much so in this regard the only thing that stands out is “Adding new apps” and “Requesting others to use new apps”. Every time I log in there are a dozen new requests to try new apps and that’s probably because this viral behavior has really got into the users and seems no signs of stopping.

How a Culture gets developed:

Culture development is a two way process. While in most cases it comes downwards from the top in some systems(emergent) it rises bottoms up. Generally the culture developed by the initial users of the site continues to grow with more people joining and unconsciously following the experienced users behaviors thereby strengthening the existing culture.

What can you do about it ?

Either you consciously develop a culture “Top down” in a planned/phased manner or keep an eye on the small/mini behavioral usage patterns, facilitate them and guide them upwards. This can be done by say adding new features or re-designing the existing ones to make them more available. I feel the features to “push out profile updates” to friends and in your face options to “invite friends to use apps” respectively have helped a lot in setting the above mentioned trends.

A simple example of “Top down” culture that I can think of(and I’ve used) is say you have a website and you want the users to upload their profile pictures instead of continuing with the default ones. One way it can work is say if all the initial user(100 or so) have uploaded their profile pictures then someone whose new to the site might upload a picture straightaway and it stays the same way going forward.

This behavior is quite natural and common as most new users don’t want to look new/naive/different, gain acceptability and become a part of the crowd so they’ll follow the established behavior without making much noise. However simple and obvious it may sound if it happens right it can do wonders for a site consider a social networking site(a friend told me about) where almost all users have provided their mobile numbers despite them not being mandatory. Sounds scary but then its not impossible.