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SlideShare utilise les cookies pour améliorer les fonctionnalités et les performances, et également pour vous montrer des publicités pertinentes. Si vous continuez à naviguer sur ce site, vous acceptez l’utilisation de cookies. Consultez notre Politique de confidentialité et nos Conditions d’utilisation pour en savoir plus.
My name is Aga and today will share with you a couple of secrets.
What I do for living is finding talents and building teams in high growth companies.
Whom do you want to be when you were a kid? Do you know anyone who’s childhood dream was to become a a recruiter? I do not.
When we are the kids we want to be a fireman, ballerine, austronaut. I wanted to be the girl who finds bones of dinosouras. Later I learnt that this peleontologist. If anyone who is fan of Friend series, knows Ross who is paleontologist can imagine how geeky occupation it is. When I was teenager I decided to be a psychologist. You know, I was imaging myslef talking to poeople in my cabinet in a Freudian style. So naive. Then I gradudated and some how I landed a job in recruitment. Now I work in Facebook London hiring for their product teams. To my suprise my work has a lot of common with my childhood dream. We both have to dig very deeply to find the hidden tresures, the real talents.
For last 7 years I ve been working only in engineering companies. I overheard a lot conversation between engineers. Many times I heard that actucally this all company culture is just another silly creation from HR department. For some reasons HR & Recruitment are usually the least repsected teams in the comapnies. The truth is, that whether we want or not culture exists, will be changing, adapting to new times and at the will be a mirror of employees satisfation, moods and the managermnet. Culture happens.
“Corporate culture refers to the beliefs and behaviors that determine how a company’s employees, management and customers interact. Typically, a company’s corporate culture is implied, not expressly defined, and develops organically over time. A company’s culture will be reflected in its dress code, business hours, office configuration, employee benefits, hiring decisions, operational approach, treatment of clients and financial structure.”
One of definitions i came across:
“Corporate culture refers to the beliefs and behaviors that determine how a company’s employees, management and customers interact. Typically, a company’s corporate culture is implied, not expressly defined, and develops organically over time. A company’s culture will be reflected in its dress code, business hours, office configuration, employee benefits, hiring decisions, operational approach, treatment of clients and financial structure.” And now every statup have friday drinks, ping pong table, and allow you to bring your pet to work. I can create a long list of really quirky benefit and perks which aimas to attract canidates and retain employees.
Of course, this ping-pong culture actually help to make your employees happy, to some extent, but would they help in scaling company and its culture? But, keep reading and you might be surprised to learn the real secrets to building an enviable corporate culture. Corporate Culture By Definition From Investopedia,
We spend 40-50% of our lifes at work, to be able to work productively and be motivated we need to find something very. Intrisic motivation When people are intrinsically motivated, they feel more creative, and process information more deeply. They persist more in the face of difficulty. They perform better. Intrinsic motivation is awesome in its power to get and keep us going.
29 % asleep
Finding a meaning and purpose is the heart of passion.
These talented people need to find a purposeThe currency in startups are not only the money, they will make your employee happy for a while, but without a clear purpose they will quickly get a demotovated. Also working in growing organisations is a long term game. You wont get an instant reward. Your passion can turn into a real suffer.
The challenge that had confronted Starbucks in the early- and mid-2000s was one common to many organizations: Could the company continue to grow while preserving its culture and values? In 2007 Schultz, no longer Starbucks' CEO but still its chairman, is worried the company is losing its ability to be true to its values while providing a store experience that conveys a sense of comfort, connection, and respect for its product and the communities Starbucks serves.Be the undisputed coffee authority; Engage and inspire our partners; Ignite the emotional attachment with our customers; Expand our global presence—while making each store the heart of a local neighborhood; Be a leader in ethical sourcing and environmental impact; Creative innovation growth platforms worthy of our coffee; Deliver a sustainable economic model.
Part of hacking cultureFacebook posters You can create own poster What would you put on this poster?
Don’t be afraid to twick your values\embracing the motto "Move Fast With Stable Infra."
Hiring people remains one of the biggest challenges and mysteries for startups he company needs to have more people working for it, that it needs to work on more projects at the same time, or both Building your team for scale. This involves growing the number of employees in your organization significantly, making sure you have competent management, and establishing organizational routines that will drive your company forward. making sure your product can survive in the Big Time.
Get your rectruitment team involved, learn them technoligy, pair them up, listen to them they know the market
Ninja hunts, kanban, pair sourcing in Improbable,
Sourcing is an art and science unto itself. It’s a tricky, roll-up-the-sleeves and dive in kind of business. And unfortunately, too few startup CEOs and founders do it. But honestly, there’s no choice. If you’re running a startup and you’re not actively hunting for the best talent, you’re screwed.
Why you need to scale: too many startups miss greatness by not changing gears when the time is right.
Recruiting recruiting recruiting ! Recruiting well is where you're most likely to struggle. Say you need to hire 30 high quality sales guys in the next year as you have figured out how to onboard, train, measure salespeople, that's a massive endeavour ! Recruiting quickly becomes a core competency, as well as training / retaining and all the other disciplines of team management. Your culture will change as you start managing through others; some of your original team members may not scale or like this environment
Mystery of Hiring. Building culture for scale.
Mystery of hiring.
Building culture for scale.
It’s all about
digging deeply to
"They get bigger and start to look like just any
organization. And there goes the value."
Robert I. Sutton
What’s your mission?
1. “Ideas worth spreading.”
2. “Organize the world’s information.”
3. “To build trust everywhere by making communication safe and efficient”
4. “Bring the world closer together”
● Teach your recruitment team how to speak geek
● Teach them coding/testing/sales
● Get your developers involved in hiring
● Teach them how to source!
● Use your internal network to help leverage hiring
● Invest in tools
● Build sourcing strong
● Invest in good people