Recruiting Workshop - Startup Week Vienna 2011
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Recruiting Workshop by Constanze Buchheim. As presented at Startup Week Vienna 2011. The slides are without pictures. Find out more at http://www.i-potentials.de
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Recruiting Workshop - Startup Week Vienna 2011
- 1. TALENT RECRUITMENT WORKSHOP HOW TO FIND & IDENTIFY EXCELLENT STARTUP STAFF
- 2. NO MATTER IF YOU ASK FOUNDERS OR INVESTORS ... THEY WILL TELL YOU, YOU‘LL NEED AN EXCELLENT TEAM
- 3. BUT WHY?
- 4. Only excellent staff makes excellent stuff.
- 5. AND ... • NO STRUCTURES -> COMPLEXITY • MOSTLY, NO EXPERIENCE AVAILABLE • NO TIME FOR NOTHING • LIMITED RESSOURCES YOU HAVE ENOUGH PROBLEMS – YOU NEED SOLUTIONS!
- 6. PLUS ... THERE IS A LINK BETWEEN MOTIVATION & EXCELLENCE SINCE PEOPLE LOVE TO GET RESPONSIBILITY
- 7. SO YOU HAVE TO LOOK FOR TALENT!
- 8. WHAT IS IT ABOUT? FOUND SOMETHING COOL @ http://talent.smiths.com ...
- 9. Ambition Great deal of Great deal of ambition & engagement & ability, but ambition, but only not average ability convinced organisation can deliver Leadership Potential Ability Great deal of Engagement ability & commitment to the organisation, but not real ‚hunger‘ to progress
- 10. IN STARTUP WORDS: Ambition Self dependency pragmatism bravery Motivation Creativity Organisational Identification talent Teamwork Passion Analytical skills
- 11. BAD NEWS: THERE ARE NOT TOO MANY SUPER (WO)MEN OUT THERE!
- 12. GOOD NEWS: YOU DON‘T NEED EVERYTHING IN ANY POSITION! SO, TALENT IS RELATIVE...AND THUS, DEPENDENT ON POSITION
- 13. EXCURSE: ORGANISATIONAL REQUIREMENTS / POSITIONS SKILLS, EXPERIENCES, COMPETENCIES... WHAT ARE THE FUNCTIO WHAT ARE THE HARD FACTS? NAL EXPECTATIONS DURING THE NEXT 6-12 MONTHS ...HOW VALUES, WHAT IS DOES HE/SHE IMPORTANT FOR NEEDS TO BE ANYONE OF US? CULTURAL ROLE LIKE? POTENTIAL ....
- 14. 4 DIMENSIONS OF PERSONALITY – IMPORTANT FOR ROLE • EXTROVERSION VS. INTROVERSION • PRESENT & DETAIL VS. BIG & VISION • DECISION MAKING FEELING- OR BRAINBASED • FLEXIBLE & SPONTANOUS VS. PLANNED & ‚WELL-ORGANIZED‘
- 15. I.E. • YOU‘LL ALWAYS NEED ENGAGEMENT (CULTURAL FIT) • AMBITION HAS TO BE SUFFICIENT FOR ROLE & FUNCTION (PERSONALITY) • ABILITIES HAVE TO BE SUFFICIENT FOR ROLE & FUNCTION (COMPETENCIES) IF YOU MEET AN EXEPTIONAL TALENT, HIRE HIM/HER IN ANY CASE
- 16. SO, EXCELLENCE IS: TALENT MEETING POSITION / ORGANISATIONAL REQUIREMENTS!
- 18. ORGANISATIONAL REQUIREMENTS IN A STARTUP: CULTURAL ROLE FUNCTION
- 19. ORGANISATIONAL REQUIREMENTS IN A BIG COMPANY: FUNCTIONAL ROLE CULTURAL
- 20. Different tasks (complementary skillsets) different roles (in terms of personality & ORG STRUCTURE) Same values & motivation = 3 sets of criteria
- 21. IT’S NOT ABOUT ‘OR’ … IT’S ABOUT ‘AND’
- 22. RECRUITING MISTAKES IF YOU GO FOR JUST ONE • PAIN DECIDES • HIRE SPECIALISTS TOO EARLY / TOO LATE • NEGLECT ROLE (E.G. SPECIALIST INSTEAD OF MANAGER) • LACKING POTENTIAL • LACK OF EXPERTISE IF EXPERTISE IS NEEDED • CONFLICTS • ....
- 23. Check criteria with valid techniques
- 24. INTERVIEW TECHNIQUE INITIATIVE (HOW DID IT START?) OPEN / W-‐QUESTIONS INCIDENT APPROACH RESULT WHAT DID YOU DO? WHAT WAS THE RESULT?
- 25. THERE‘S ONLY ONE THING TO KNOW IF YOU ARE LOOKING FOR TALENTS....
- 26. IF YOU ARE LOOKING FOR PIRATES YOU NEED TO LOOK FOR OTHER PIRATES’ ISLANDS … THEN, SPREAD THE WORD
- 27. Don’t be afraid of talking about your idea good idea: 1 make it reality: 99
- 28. „BUT HOW DO I CONVINCE PEOPLE ... WE HAVE NO MONEY!“
- 30. Constanze Buchheim Founder & CEO of i-potentials Constanze.buchheim@i- potentials.de +49 177 538 97 46 http://www.facebook.com/ ipotentials www.i-potentials.de