Don’t let a problem run rampant without even realizing it; plan for the real reason employees quit before it can become a problem.
Any company is only as good as the people it employs. That means you need to make quality hires and offer your staff an enjoyable, nurturing work environment. So if you’ve bought the ping-pong table, eased up on the dress code and generally promoted a fun, relaxed environment, you might be surprised to see people walk out the door. Kris Dunn lets you know the real reason employees quit in this post at The HR Capitalist.
This Valentine’s Day, entrepreneurs should take a moment to show their appreciation for that other special someone in their life — their co-founders. Here are eleven quotes from experienced founders, sharing their advice on how important it is to find the right match and the keys to maintaining strong co-founder relationships.
While you may not be going on a candlelit dinner with them tonight, calling your relationship with your co-founder simply professional likely doesn’t do it credit. As Paul Graham put it, “Several people [use] that word ‘married.’ It’s a far more intense relationship than you usually see between coworkers — partly because the stresses are so much greater, and partly because at first the founders are the whole company. So this relationship has to be built of top quality materials and carefully maintained. It’s the basis of everything.”
With that said, here are 11 quotes from founders and entrepreneurs that emphasize the importance of that all-important partnership, and offer their advice from finding “the one” to making it work throughout various stages of your company’s growth.
After transitioning his business from a small, tight knit unit to a large-scale business, UnboundID CEO Steve Shoaff has learned a thing or two about how that growth can impact a company’s hiring strategy.
When it comes to running a successful business, few decisions are more important than those first early hires.
Making sure your initial core group is aligned around the same vision, values, and goals is absolutely crucial. As you grow, however, your hiring needs and focus begin to change. While that initial emphasis on cultural fit and technical competency is still important, expansion brings with it a need to branch out and fill new roles required to develop organizational structure and processes, and to operate the growing company on a day-to-day basis.
For growing software companies, establishing an internship program and recruiting recent grads from top universities can be one of the best (and most economical) ways to build out competitive teams.
University recruiting programs are a great way to attract top intern and entry-level talent to your company. They can also be instrumental in creating brand awareness around your company and product so that when students, recent grads, or alums are looking for a new opportunity, they think of you.
The best part is that while building a university recruiting program may seem daunting at first, by following these four easy steps your company can start seeing results in no time!
When you’re trying to land a superstar for your team, you need to stay in the driver’s seat during startup hiring negotiations.
As your business begins to take off and your team begins to expand, you want to make sure you have the staff in place to propel you forward. So when the chance to land a superstar from a tech giant like Google or Facebook comes along, the excitement will be palpable. But, as Hunter Walk explains in this post on his blog, it’s important to be cautious and thorough during startup hiring negotiations.
Once you’ve sourced, interviewed, and selected your top candidate, the hardest part of the hiring process is over, right? Not exactly. In fact, how you prepare for and extend a job offer to your top candidate may make or break your entire search.
Like most steps in the hiring process, extending job offers to top talent is part art and part science. It requires a deep understanding of what candidates care about most, and a tactful delivery strategy that frames the opportunity in the most compelling way possible.
To accomplish that, you must implement a standard protocol that creates consistency and ensures that you’re able to consistently close the deal with your top candidates by offering clear, compelling offers.
There’s nothing easy about building a great team. But the insight from some of our best recruiting and team building posts of the year can help light a brighter path to doing so.
If there’s one prediction that can be safely made for 2014, it’s that recruiting top talent will continue to be a significant challenge.
That said, there are some fairly simple steps your expansion-stage business can take to improve its chances of assembling — and retaining — a top-notch team. Curious what those steps are? Check out the 10 posts below, which feature recruiting and team building insight from some of the world’s best tech companies, including Kayak, HubSpot, Uber, and more.
With an in-depth knowledge of your own staff and available candidates, HR analytics can quickly become your secret weapon.
In today’s data driven world, your human resources department should be shedding the reputation of a position-filling, party-throwing afterthought. Instead, they are in a unique position to not only predict the kind of talent you need to take your business to next level, but make sure it’s coming through the door. In this post at Harvard Business Review, James H. Dulebohn and John Malanowski show how HR analytics saved one company from disaster and explain why you should embrace them.