recruiting for your startup: unconventional thinking, smart ideas and amazing mistakes
TRANSCRIPT
Recruiting for your startup:Unconventional thinking, smart ideas
& amazing mistakes
Queen’s Road Capital, 100 Queen’s Road Central, 15/F, Suite 1518, Hong Kong
Dominik NagillerFebruary 2017
1. People
2. Customers
3. Shareholders
Jack Mafounder of Alibaba
Let’s start with priorities …
1. People
2. Service
3. Profit
Fred Smithfounder of FedEx
Some context: The hiring process
Defining ClosingSelectingSourcing
… differently
Part One: Thinking about recruiting
Traditional vs. new filters
Feeling the pebbles to cross the stream.
Talent
vs.
Trust
Experience vs. potential
You need to double your knowledge every 18 months-- Moore’s Law of Knowledge
Flexibility vs process
Ability to recover quickly (from failures, mistakes) vs. consistent performance
Find out your candidate’s past failures and how
he/she coped.
“Hire slow, fire fast”
Hire SlowFire Fast
Hire Fast Fire Faster
Senior
Junior
The best person to do the initial screening? HR department, line manager or CEO?
Part 2:
Smart Ideas
Maintain an open network
Success
LinkedIn filters
Social media groups
Alumni organisations
Meet-ups … start your own
Fish where the fish are
Incentive or referral programs for existing staff
Sales starts at first point of contact
Turn the interview around …
Questions Are Answers
The 20-hour rule
Some of your staff are much better recruiters than others, and many of them are not in HR.
Team decision making on hiring can sometimes be very effective.
Money is not the only way to hire people …
Ownership
Purpose
Engagement
Mentorship
Part 3: Amazing mistakes
Hiring for a function
The Failure to Pipeline
There is always a long lead-time to bring in a candidate …
There is more than one funnel
Lack of preparation
90% of the battle is being prepared
Taking yourself as the measure of all things
Not getting the price right
Salary $
Time
If salaries go up the first gets the A-talents
Being obscure, but actually disorganized
To wrap-up
● People come first in great companies and recruiting should be a key priority
● Think carefully about what talents your company needs
● Meet enough people, value diversity and be very humble but curios
● There is not a single way of doing hiring, but follow a process (radically)
● Whom do you least mind being stuck in an airport with?
