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.
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.