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Startup workforce planning & hiring презентация
Содержание
- 1. Startup workforce planning & hiring
- 2. What is workforce planning? To ensure an
- 3. Startup common pitfalls “He’s cool, we should
- 4. Startup workforce planning 1. CREATE THE
- 5. 1. CREATE THE RIGHT ROLE
- 6. Business needs Things I can/should delegate
- 7. What’s my MVP hiring need? Things
- 8. What should I look for? HARD SKILLS
- 9. 2. ATTRACT THE RIGHT PEOPLE
- 10. What they should know ...Without a big name, big pay, and big team
- 11. Universally attractive role profile WHAT YOU ARE
- 12. Just like career mentoring
- 13. Motivational drivers vs. your attraction DNA Learning
- 14. 3. HIRE TO RETAIN
- 15. Where do I hire them? Sources of
- 16. Reaching high potential talent www.libbleremployers.com
- 17. How do I assess them? HARD SKILLS
- 18. Gen Y - the entitlement generation? Nope.
- 19. Conclusion #1: Don’t settle! TECHNICAL SKILLS RIGHT
- 20. MVP - Minimum Viable Persons Small projects
Слайд 2What is workforce planning?
To ensure an organization has the right people
in
at the right time
at the right price
to execute its business strategy
Слайд 3Startup common pitfalls
“He’s cool, we should work with him!”
“She’s happy to
Are you simply hiring people just like you, not what you actually need?
“I have to create another new project for her.”
How good is she? Are you hiring her for the quality of her work, rather than because she’s simply available/free?
Do you actually need this person at this point or are you struggling to find the right work for her?
Does she have the competencies to be successful at a startup?
Слайд 4Startup workforce planning
1.
CREATE
THE RIGHT
ROLE
2.
ATTRACT
THE RIGHT
PEOPLE
3.
HIRE
TO
RETAIN
It can
Слайд 6Business needs
Things I can/should delegate
Which stage is your business in and
Create Product
Make Money
Get Funding
STRATEGIC
KEEP THE LIGHTS ON
NICE TO HAVE
Слайд 7What’s my MVP hiring need?
Things I can/should delegate
Create Product
Make Money
Get Funding
STRATEGIC
KEEP
Before you go out and hire, be lean!
✓
Слайд 8What should I look for?
HARD SKILLS
aka
EXPERTISE
SOFT SKILLS
aka
COMPETENCY
To carry out the critical
Have a focus! (Bad example: Software developer who also knows banking operations and with direct sales experience)
MOTIVATION
Consider the day-to-day tasks. What is the single most important competency to do the job well? (Good example: someone that works extremely hard and can handle the rapid changes)
Finding someone passionate and who can grow with the role & company. (Ensure that what they want from this role is what you can provide)
Слайд 11Universally attractive role profile
WHAT YOU ARE BUILDING
WHAT YOU ARE WORKING ON
WHAT
WHY THEY SHOULD JOIN
Innovating the way global companies hire and retain young talent...
Aggressively expanding our APAC clientele...
Talent expert to help train and manage our users online...
Access to top employers and direct mentoring...
WHAT WE SAY ABOUT LIBBLER:
Слайд 13Motivational drivers vs. your attraction DNA
Learning & Challenge
Working environment
Career progression
Sense of
Lifestyle
Fun & meeting people
Prestige
Money
✓
✓
Слайд 15Where do I hire them?
Sources of hiring:
Referrals from employees, clients, vendors
Target
LIBBLER for high potential business nerds!
Regular role posting sites
(but be aware your role may get lost in the mass!)
Слайд 17How do I assess them?
HARD SKILLS
aka
EXPERTISE
SOFT SKILLS
aka
COMPETENCY
MOTIVATION
Easy.
If you don’t have the
Sort of difficult.
Ask for specific examples instead of saying “Do you have good teamwork skills?”
Difficult but very important!
“Why do you want to join?”
Gauge whether interest is genuine (e.g. have done research), demonstrate deliberation of role.
Слайд 18Gen Y - the entitlement generation?
Nope. You have to learn how
Слайд 19Conclusion #1: Don’t settle!
TECHNICAL SKILLS
RIGHT ATTITUDE
COMPETENCIES
POTENTIAL
MOTIVATED
With the right workforce planning
Слайд 20MVP - Minimum Viable Persons
Small projects
Less critical
Longer Term
Strategic
Core
Team
Conclusion #2: MVP
Experiment with smaller projects. Develop your talent pipeline with the long term goal to build a core team with the right role & organizational fit.
