August 19, 2018

Hiring Tips for First-time Entrepreneurs

By: Rading Biko

Business powers like Warren Buffet, Bill Gates and  Aliko Dangote  the Africa billionaire, have always argued; “That  when one is in a start-up, the first ten people will determine whether the company succeeds or not. Each is 10 percent of the company. So why wouldn’t you take as much time as necessary to find all the A players? If three were not so great, why would you want a company where 30 percent of your people are not so great? A small company depends on great people much more than a big company does.”

Whether your company produces cars or cosmetics, hiring great people for a business is always the most important task.  After all, a company is only as good as the people it keeps. This is according to the CEO of Koola Waters company,  Ruth Mwanzia Mawia.

June Syowia the CEO of  Beiless Group advices  that If you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it, you almost don’t have to manage them.

But  something amusing about first-time entrepreneurs despite them  having big dream about making all the big decisions as person in charge of their own enterprise, when the time comes to hire  they normal make mistakes by hiring mates and this compromise the whole idea of getting the best.

Entrepreneurs should seek out a great team  for their organization but most  settle for the first person who “is available” and expresses enthusiasm for the startup mission.

According to one quote by Chris Kirubi Kenya’s entrepreneur and CEO Capital FM the reason why startup entrepreneurs have a difficult time finding good people is they don’t try that hard.

Some of the ways I have found  that can help Young Entrepreneur in Africa better their hiring skills are:

Hire preferred skills

Every Startup entrepreneur is prone to hire an unqualified employee because the job candidate claims to be a “fast learner.” This may work for larger companies with extensive training resources, but not for budget-starved startups.

Employees who are asked to do something they   have never done before, are likely to make beginner’s mistakes that will cost your company precious capital and time.

The best way to avoid  problems is to hire employees who have already “been there and done that.”

June Syowia argues that if your company needs proposal writing assistance for a Small Business Innovation Research  government grant, one should not  just hire any kind of writer to do this important work. They should search for a grant writer who has prepared several  proposals in recent years.

She added that she will rather pay more to people who know what they are doing, than less to people who don’t know anything at all.

Employ important experience

There is a saying that states “Desired work experience should be defined not in terms of years, but rather in terms of specific work achievements. “

Just because someone  has over  10 years of work experience does not mean that the previous work accomplishments line up well with your company’s operating needs.

Another way to define work experience is in terms of work environment. A marketing manager who managed promotion campaigns for a well-established, big-budget corporation may flounder when asked to conceive and implement promotional campaigns for a cash-poor startup.

As you review candidates, pay attention to work histories in which applicants were required to perform with little managerial  supervision and team assistance. I also like to hire compulsive organizers who are happy to create systems for an emerging enterprise.

Engage vision driven person and one who can embrace challenge

Venturing into business means   competing  aggressively for customers. So it  does not  make sense to hire employees who thrive in a competitive work environment only.

Great startup employees embrace competitive challenges, hate losing clients to competitors and are highly motivated to exceed work goals.

During the   interviews with prospective employees, ask about sports interests and other personal and professional activities that involve achievement under pressure. Prospective employees who dislike fast-paced competition probably would not be happy working for your new company.

Appoint perseverance person

The hiring criteria that emphasize competitive drive have always make   entrepreneurs favor job applicants who say they “have a long history of winning” in everything they set out to do? .

According to Forbes Research those that say that   necessarily do not succeed in all they do infant they fail more often. As per the report startup employees adapt well to shifting priorities and do not get easily discouraged from unexpected setbacks.

Ask prospective employees how they handled career disappointments. Also, invest extra time into talking with prior bosses about a job candidate’s ability to manage frustration in a work setting. Simply stated, all startups need determined problem-solvers, not toxic finger-pointers.

Analysis performance.

If a new employee does not fit in the company rhythm or perform well during the first few months on the job, don’t delay in discussing your dissatisfaction. Another low-risk way to test prospective employee abilities is to create a project that can be completed as an independent contractor.

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