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Tag: Hiring Employees

  • Expose ChatGPT Resumes and Uncover Real Talent Using These 5 Effective Strategies | Entrepreneur

    Expose ChatGPT Resumes and Uncover Real Talent Using These 5 Effective Strategies | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    The rise of artificial intelligence has undoubtedly revolutionized various aspects of our lives, and the recruitment process is no exception. With ChatGPT, a state-of-the-art AI language model, job seekers can now create impeccable resumes with minimal effort. It’s like the fairy godmother of the job-seeking world, magically transforming resumes into Cinderella-like creations. While this may save time and energy for candidates, it creates a challenge for hiring managers and leaders who must cut through the noise to identify the true Cinderellas before the clock strikes midnight, and all you’re left with are a bunch of artificial pumpkins. This article offers five effective ways for leaders to navigate AI-written resumes and uncover the real stars during interviews.

    1. Focus on behavioral questions

    One of the most effective methods to evaluate a candidate’s real potential is by asking behavioral questions during the interview. These questions provide insight into a candidate’s past experiences, decision-making strategies, and general thought processes, allowing you to gauge how they may perform in your organization. While AI-generated resumes may present a flawless image, asking questions that require candidates to share specific examples can help you see beyond the polished façade.

    Related: 5 Creative Interview Questions to Ask Job Applicants

    2. Test candidates’ skills with real-world scenarios

    A well-crafted resume may showcase a candidate’s skills on paper, but it doesn’t always translate to their real-world capabilities. Implementing practical assessments, such as role plays, case studies, or hands-on exercises, can effectively separate the wheat from the chaff. Evaluating how candidates perform in situations that mirror the challenges they would face in the role will help you distinguish the true performers from those who merely shine on paper.

    3. Get creative with problem-solving exercises

    To cut through the noise of AI-written resumes, challenge your candidates with unique problem-solving exercises. This approach goes beyond evaluating technical skills and focuses on assessing creativity, critical thinking and adaptability. By presenting candidates with unexpected scenarios, you can observe how they think on their feet and navigate complex situations, much like a jungle explorer navigating through a dense forest of AI-enhanced resumes to find the hidden treasure of authentic talent.

    Related: 7 Ways to Help Your Employees Become Better Problem-Solvers

    4. Ask for work samples and references

    Requesting work samples and references is a time-tested method to verify a candidate’s genuine capabilities. While AI-generated resumes may present an impressive array of accomplishments, work samples offer tangible evidence of a candidate’s past performance. References from previous employers or colleagues can also provide valuable insights into a candidate’s work ethic, collaboration style, and potential fit within your organization.

    5. Pay attention to nonverbal cues and emotional intelligence

    Lastly, remember that interviews are not just about assessing a candidate’s technical prowess; they also provide an opportunity to evaluate their emotional intelligence and interpersonal skills. Pay attention to nonverbal cues, such as body language, tone of voice, and eye contact, as they can offer clues about a candidate’s sincerity, confidence, and overall fit for your team. By focusing on these aspects, you can uncover the real talent that may be hidden behind a polished, AI-crafted resume.

    Related: 7 Interview Questions That Determine Emotional Intelligence

    AI-written resumes have certainly added an extra layer of complexity to the recruitment process. Without a proper process and an element of intuition, you could end up with a fancy recipe writer that doesn’t possess the skills or capacity necessary to withstand or contribute to the heat of the kitchen. However, by incorporating these five strategies into your interviews, you can confidently cut through the noise and discover the true performers that will drive your organization forward. Happy talent hunting.

    Kash Hasworth

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  • How to Find Resumes Online and Hire the Best | Entrepreneur

    How to Find Resumes Online and Hire the Best | Entrepreneur

    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    The search for top talent has transitioned to the digital world, and it’s easier than ever for employers to find resumes online and hire the best candidates for open positions. As an employer, accessing these online resources can help you streamline your recruitment process, save time, and discover quality hires for your organization.

    Here are a few tips to help you find resumes online and hire the best candidates:

    Find resumes on job boards.

    Job boards are online platforms that allow employers to post open positions and find resumes. ZipRecruiter is a leading online job marketplace that connects employers with qualified candidates.

    With its user-friendly interface and robust features, ZipRecruiter simplifies the hiring process by offering a range of tools designed to attract, manage, and hire the best talent.

    Leverage social media.

    Many job seekers now use social media platforms like Twitter and Facebook to connect with potential employers. By following companies and industry leaders on these platforms, you can access a large pool of resumes and find top talent. Engaging with relevant groups and communities can help you find resumes and discover potential candidates actively seeking new opportunities.

    Engage with professional associations and forums.

    Industry-specific forums and professional associations often have dedicated websites where members can network and share information. These platforms can be full of resumes and potential candidates.

    Participate in discussions, seek referrals, and actively engage with members who demonstrate expertise in their field.

    Consider niche job boards.

    There are numerous niche job boards that cater to specific industries, professions, or demographics. These platforms focus on particular skill sets, such as programming, healthcare or marketing, allowing you to target candidates who have specialized knowledge and experience.

    Offer remote work.

    Consider expanding your search to include candidates who are willing to work remotely. This benefit can help you stay competitive, allowing you to tap into a global talent pool and increasing your chances of finding highly skilled candidates who may not be available locally.

    As an employer who is on the hunt to find resumes online and to hire top-notch talent, taking a strategic approach is best. From scouring the best online job boards and social media, to engaging with professional organizations and more, finding great job candidates can be just a few clicks away.

    Entrepreneur Deals

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  • When You’re Hiring, Here’s Where to Post Job Openings | Entrepreneur

    When You’re Hiring, Here’s Where to Post Job Openings | Entrepreneur

    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    Many businesses know that open roles posted on popular job sites can be a cost-effective way to speed up and improve the hiring process. Popular platforms like ZipRecruiter receive millions of monthly visitors, connecting employers with top talent. Job sites are one of the most common ways for employers to communicate and gain visibility with job seekers—making them a valuable component of a complete recruitment practice.

    While many job boards exist, some are more valuable than others. Outside of promoting job openings, employers can take advantage of additional tools and robust services that simplify the hiring process from start to finish. Some features to look out for include integration with Applicant Tracking Systems, job description templates, and access to resume databases.

    Whether your company has the means to invest in premium offerings or your hiring team needs to take advantage of free features, explore some of the top places to post job openings to help your business attract your next quality hire.

    Best Overall: ZipRecruiter

    Eighty percent of employers who post a job on ZipRecruiter receive a qualified candidate within the first day. Rated as the #1 job site in the U.S.1, ZipRecruiter offers standard, premium and enterprise services that can streamline the hiring process. With its Invite to Apply feature, ZipRecruiter allows hiring managers to reach out to the candidates that they think might be a great fit for the role.

    The simplicity of its mobile app is popular with job seekers for applying to roles wherever they are. And hiring managers love the easy-to-use dashboard that allows them to manage hiring activities in one place.

    Indeed

    Indeed offers a pay-per-click model that provides more visibility for listings. Businesses can post jobs, interview candidates, and make offers all on their platform. When you pay for a post, Indeed simplifies discovering relevant candidates by providing access to the resumes of job seekers whose profiles match your job description.

    Monster

    Monster takes a performance-based approach to hiring. With high-performance job ad placement options for every budget, its “pay-for-performance” model only charges you when someone views your listing. Monster also provides access to their resume database and hosts employer resources online for topics like small business hiring, job description templates and hiring trends.

    LinkedIn

    Many job seekers head to LinkedIn when searching for a new role. The job search function integrates with a user’s professional profile, making it easy to leverage their network to find a job. Posting a job on LinkedIn means you can leverage tools like screening questions and candidate rating to find qualified candidates. Job seekers can filter jobs by industry, experience level and job type.

    Handshake

    Recent college graduates can find their first job on Handshake. Hundreds of thousands of employers have hired on this all-in-one recruiting platform that connects businesses to recent college graduates. Handshake gives access to a new talent pool of top students from more than 2,000 colleges.

    1 Based on G2 satisfaction ratings as of January 1, 2022

    Entrepreneur Deals

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  • Bill Gates’ Office Accused of Controversial Applicant Vetting: Report | Entrepreneur

    Bill Gates’ Office Accused of Controversial Applicant Vetting: Report | Entrepreneur

    In a Wall Street Journal exclusive, some female applicants to Bill Gates‘ private office, Gates Ventures are claiming they were asking inappropriate questions not suited for the workplace.

    The women are claiming that the questions ranged from past drug use to sexual history — supposedly to discern whether anything in the candidate’s past would make them vulnerable to blackmail, the outlet reported. Some candidates are claiming they were questioned on whether they had ever “danced for dollars.” At least one applicant claims they were asked about having ever contracted a sexually transmitted disease.

    The extensive pre-employment screenings in question were allegedly conducted by a third-party risk management firm, Concentric Advisors, which works with a series of industries (including private family offices) to “mitigate risks posed by individuals and groups with potentially nefarious motives,” the company’s website states.

    Related: Bill Gates Became $2 Billion Richer Today

    Concentric told the WSJ that its pre-employment screening process is identical for both men and women and complies with the laws in each state and nation where it provides its services. The company added that it never initiated questions about sexual or medical history but that candidates could offer up such information when asked about public records.

    A spokesperson for Gates Ventures also told the WSJ that it requires all vendors it works with for pre-employment screenings to comply with state and federal laws.

    “We have never received information from any vendor or interviewee in our 15+ year history that inappropriate questions were asked during the screening process,” the spokesperson told the outlet. “We can confirm, that after a comprehensive review of our records, no employment offer has ever been rescinded based on information of this nature.”

    According to the Equal Employment Opportunity Commission, employers should avoid asking personal questions that are protected by law, such as inquiries on race, religion, gender identity, medical history, and disabilities.

    Related: Here Are 30 Book Recommendations from Elon Musk, Jeff Bezos, and Bill Gates to Add to Your Summer Reading List if You Want to Get Smarter About Business and Leadership

    Madeline Garfinkle

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  • Why Businesses Should Consider Offering Micro-Internships | Entrepreneur

    Why Businesses Should Consider Offering Micro-Internships | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Are you still looking for the ideal candidate to join your organization? The one who checks all the boxes and starts making a difference on day one at your company? If you’re having trouble finding a candidate that checks all the boxes, you’re probably using the wrong boxes.

    Managers often get locked into the idea that the best hire will have the right credentials, meaning they are looking for candidates with specific work experience and a college degree in the right field. But they may be missing the opportunity to hire a loyal and highly productive team member who they would have never considered otherwise, extending the time needed to fill open positions.

    Employers who are turning to unusual hiring and retention tactics, such as micro-internships, are having success. A micro-internship is a short-term, professional project-based job experience designed to offer candidates exposure to a specific field or role.

    Micro-internships provide benefits to both parties: Companies can engage talent on a short-term, flexible basis, and candidates can gain valuable experience, build their resumes and establish connections in their chosen fields.

    Let’s take a look at how to use and benefit from a micro-internship program.

    Related: 5 Steps to Effectively Assess a Candidate’s Skills Before Hiring Them

    A smart way to broaden your candidate pool

    The problem with the traditional hiring model is that it assumes a steady and logical path from college to a professional job. Most college students must declare a major field of study sometime during their sophomore year. That system works for the colleges and universities that staff their departments to meet demand. However, typical 19- or 20-year-olds have no clue what they want to do when they enter the professional world.

    They finish their degrees and then realize how challenging it can be to find a job. Many employers will receive applications from candidates who studied art history in college and now lack the qualifications for entry-level work in the customer service department. Those applications are likely screened out by whatever automation tool the hiring company is using.

    Similarly, hiring managers frequently receive applications from candidates seeking a mid-career change. They may scan a resume from a construction worker who wants to get into sales, but lacks job experience and training, and decide to move on.

    That attitude is unfortunate. Instead of passing by a candidate who lacks the stated credentials for a position, you should consider offering them a micro-internship. These internships include a short, sometimes intense, training session. In addition, they require the candidate to work on a specific project with stated measurable deliverables. And companies pay the candidate for the work.

    Does a micro-internship sound like a paid consultant gig? Yes. It’s always a good idea to ask a potential consultant to deliver a small project before you hand them a large contract. The short-term arrangement allows you to verify the quality of their work. And you get a sense of how well you interact.

    Assessing candidate fit

    When you’re considering a micro-internship arrangement for a candidate, you can ask them to take a psychometric assessment. In reviewing the assessment results, you can determine how well-suited they are for a position.

    If their assessments show a natural tendency to be willing to serve others, your candidate may be a great fit for a customer service position, even without official credentials. Similarly, a person with great listening skills could become your next sales rainmaker once they receive official training.

    Your candidates may resist the idea of committing themselves to your organization for a two-to-three-week period. After all, they could continue to look for another position during that time. That’s why paying the people who participate in your micro-internship program is important. They’ll be more likely to do their best work.

    Related: Internships 101: Tips on Hiring Interns and Running a Successful Program

    What micro-internships can do for you

    Bringing a new person into your organization allows you to assess a person’s talents, work styles and fit, an aspect we measure on our TeamTrait platform. The micro-internship format also provides a conduit to new thinking and creativity, which can be especially critical if you’re trying to expand your scope of work. The best part is you don’t have to stop the work and mentoring at the two-to-three-week point. You have the option of extending projects if the process is going well.

    For the candidate whose work experience and/or educational background don’t relate directly to the role, a micro-internship is a way for them to say, “Let me prove to you I can do this.”

    And if you decide to extend a formal offer of employment, you’ll be in a credible position with your new team member because they’ll realize you value them for their potential. In addition, paying your interns will ensure that you avoid labor law problems.

    Micro-internships and promotion potential

    Managers need to make it clear to their direct reports they can explore an internal micro-internship without risking their current position. Growing within the company is a positive.

    I’ve had great success in my company by using micro-internships as a promotional tool.

    In one case, we hired an excellent researcher who came to us with a college degree in communications. After a couple of years, this team member expressed an interest in IT work. They had already demonstrated some skill in this area by developing complex worksheets. We offered a short training period, followed by an assignment that lasted several weeks. The results were stellar, and that employee is now a key member of our IT team. This strategy is similar to the “quiet hiring” approach used by employers who want to retain and promote their top performers.

    Related: Hiring an Intern: 6 Things to Know Before Saying ‘You’re Hired!’

    In your hiring journey, you can find many reasons to avoid hiring a candidate who falls outside your comfort zone. At the same time, the C-suite is filled with tales of low performers who were hired because they had the advantage of knowing the right person or went to a big-name school.

    If you want to hire a person with a history that strays from the norms, consider setting up a micro-internship for them, and give them a try! You might be pleasantly surprised by how motivated they are to learn new things and do their best for your organization.

    C. Lee Smith

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  • Some Companies Are Paying Up To $800k For ChatGPT Experience | Entrepreneur

    Some Companies Are Paying Up To $800k For ChatGPT Experience | Entrepreneur

    ChatGPT, the AI prompt-driven chatbot created by OpenAI last year, instantly garnered worldwide attention. The chatbot’s ability to generate immediate content can help workers with anything from writing rental listings to computer code.

    The tool has also garnered criticism, especially with concerns over privacy, ethics (notably in law), and how AI could replace human jobs. When it comes to the latter, the answer is complicated. In May, the World Economic Forum estimated that nearly 14 million jobs — or 2% of current employment — could disappear by 2027 due to increased adoption of AI technology.

    Later that same month, OpenAI CEO Sam Altman told Congress that AI will replace jobs but can also create “much better” ones.

    Related: IBM Says 7,800 Jobs (or Nearly 30% of Its Workforce) Could Be Replaced By AI

    According to a recent report by ResumeBuilder, which surveyed 1,187 business leaders in the U.S., 92% are currently hiring — 91% of which are looking for workers with ChatGPT experience.

    They’re also willing to pay.

    Per the report, one in four survey respondents said the starting salary for AI “prompt engineers” will exceed $200,000, and 17% said it will exceed $300,000.

    “With this expertise not yet widely available in the hiring market, those candidates with ChatGPT and AI skills will be highly sought after from progressive companies,” said Chief Career Advisor at ResumeBuilder, Stacie Haller, in the report. “As this tech is still so new, there is a race to bring on employees with this skill in order for the company to stay cutting edge, and it looks like companies are willing to pay to do so.”

    And the race to recruit workers with AI skills has also prompted urgency: 30% of business leaders looking for ChatGPT skills said they are hiring “urgently” for the positions, 11% of which said it is “very urgent.”

    What Does Working with ChatGPT Mean, Exactly?

    A roundup by Business Insider found that the positions calling for ChatGPT skills range from titles like “machine learning engineer” and “AI data operations specialist” to more conventional roles like product managers and copywriters, except the posting mentions skills with the AI chatbot gives candidates a “competitive edge.”

    Many of the job postings examined paid six figures, including two for the remote job search engine, Crossover, which listed positions (now closed) for a senior director of product management and chief product officer — both of which mentioned ChatGPT experience in the listing. Each starting salary is $800,000.

    Madeline Garfinkle

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  • 6 Strategies for Hiring Good Employees in 2023 | Entrepreneur

    6 Strategies for Hiring Good Employees in 2023 | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Are you having trouble attracting good employees? It’s become a big problem for many companies in today’s job market. A lot of hiring managers say posting ads on job boards and employment sites simply don’t draw many quality applicants.

    If you’re feeling like it’s time to get creative, here are some underrated hiring strategies you can use to attract the best candidates starting today.

    Related: Stop the Ever-Expanding Job Description from Hurting Your Company

    1. Mobilize your current employees

    Your greatest resource might not be a job board but your team members. Your workers may know someone who’d be a good fit for your company. As a group they can provide a network far larger than yours, so why not mobilize them to start asking around?

    One way to do this is through social media. The average social media user has several hundred friends and followers. Some of these people may not even be local or otherwise connected to your company. Ask your team to start messaging friends to see if they’re looking for a job.

    It’s shocking how well this strategy can work. But it makes sense — your workers are likely connected to other professionals, and their network will most likely be larger than your own.

    Try incentivizing your existing team to find leads. You might pay them to make the initial contact or offer a bonus to everyone who leads you to a quality candidate or successful hire.

    Related: Hire Your Next Remote Team Member from One of These 20 U.S. Tech Hubs

    2. Look for people in real life

    Think about all the people you interact with on a day-to-day basis. Maybe it’s the barista at Starbucks or the customer service rep at the hardware store. Have you ever thought, They’d be an amazing fit for the company? Why not ask them?

    It might sound a little bold, but that’s the point. Instead of posting a want ad and waiting for them to come to you, you have the option to actively go after people who catch your eye and who you want working for you. Chances are that no one else is offering these people jobs this way, which gives you an edge.

    If you’re not meeting candidates through your normal routine, switch it up a bit. Where would your ideal worker be found right now? The best way to catch a fish is to wade into the river.

    Make sure you work on your “elevator pitch.” This should be a 30-to-60-second description of the job and its benefits.

    Face-to-face interaction gives you a chance to persuade potential applicants, answer any questions they may have and offer insights into your company culture. Don’t force a decision right away, but make plans to follow up in the hopes that they consider your offer. You can be sure that they will.

    Related: How to Attract Smart Millennials Through Better Job Descriptions

    3. Give people a taste of what it would be like on the job

    Traditional job advertisements present candidates with a job description, a list of essential benefits, and a compensation package. Although these details are important, they don’t answer one of the most important questions on applicants’ minds: What’s it like to actually work there?

    Candidates want to know more about your company culture. What’s the work environment like? Who would I be working with? If you can answer these questions, you’ll be more likely to weed out less qualified candidates and energize your best possible talent.

    An interview is an opportune time to do this, though that assumes you’ve generated quality applicants who’ve made it to the interview process. Some companies include short videos in their job advertisements to offer a glimpse into the workplace environment. You might try doing the same.

    A video doesn’t have to have high production values, though it should feature interviews with relevant people and reflect the day-to-day operations of your company. You can incorporate these videos into your job listings or share them over social media to generate potential leads.

    Related: What are Pulse Surveys, and How They Can Help Your Company?

    4. Be patient, but don’t settle

    Depending on your industry, you might set aside four to six weeks to hire a new employee. But with many companies facing a talent shortage, you might need to extend this deadline just a bit. After all, finding a candidate who fits your culture could be more important than finding one who fits your timeline.

    This also means that you should avoid settling on a candidate who seems like they “might” be a good fit. The only thing worse than a vacancy is a bad hire. You might find yourself stuck with that person until they either improve or you have sufficient grounds for termination.

    Instead, stay focused on your talent acquisition and screening processes. If you’re a recruiter, make sure senior management understands current HR challenges and will back your continued search for the right person.

    For some positions, a lengthy search process may be required, so it also helps to have provisions in place to cover the workload in the meantime.

    Related: 5 Things to Consider Before Hiring a Marketing Consultant

    5. Source from others you know

    Job referrals are worth their weight in gold. Some of these referrals can come from your employees (see above), though you can also source referrals from others you know.

    Think about your professional network. Chances are that you already have relationships with other business owners, some of whom are in industries that overlap your own. Although these businesses might not be eager to part with their employees, they might know of outside professionals who would be a good fit for your organization.

    Don’t neglect your social circle, either. You might be able to source referrals from your friends, family, or any community outside of work that you’re a part of. You’d be surprised how many people are eager to help others land a job or help you fill a vacancy.

    6. Focus on your story

    Every job description should tell a story. That story is designed to captivate potential candidates and show them how they’d benefit from being part of your team. In essence, your job description is a sales pitch, and as such, it should contain more than just the basic facts of the position.

    If you’re unsure where to start, consider the words you would use to describe the ideal candidate. Lead with something like, “We’re looking for innovators who are passionate about building customer relationships” or, “Do you value creativity? So do we.”

    Alternatively, you could start by identifying the problem your business is designed to solve or the need you seek to fill. How would the ideal candidate solve this problem or need? A job description that presents a compelling story will generate far more interest than the usual bland list of responsibilities and requirements.

    You might even ask your existing employees about their hiring and onboarding experience. Their insights can help you learn what made your company attractive in their eyes, which may help you connect with future job candidates.

    Related: Looking to Hire a Marketer? Here’s Why You Should Think Twice.

    Strategies that work together

    These tips aren’t meant to be mutually exclusive. You might gain more traction by combining several of the aforementioned strategies. For example, if you create a video to showcase your company culture, you can share this content with your network and encourage your team members to do the same.

    It also helps to be open with your people about your recruitment strategy. They might even offer input that influences the direction of your talent acquisition process or provide useful feedback to help you craft a narrative about your business.

    John Boitnott

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  • Underdog Startups Threaten Hiring Dominance of Big Tech After Adopting This Irresistible Work Policy | Entrepreneur

    Underdog Startups Threaten Hiring Dominance of Big Tech After Adopting This Irresistible Work Policy | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Tech companies under 500 employees — and thus the most innovative and forward-looking — are leading the charge when it comes to flexible work. According to the recent Flex Index report, a whopping 88% of small tech companies offer employees full flexibility in where they work. At the same time, 65% of giant tech companies with over 25,000 employees have transitioned to a “structured hybrid” model with specific in-office work requirements. There is a growing divide between big tech and small tech when it comes to flexible work options, and it doesn’t bode well for the future of large tech firms.

    Related: How Flexible Work Will Give Your Business the Biggest Advantage

    A flexibility divide

    While behemoths like Apple, Google, and Meta are walking back remote work in favor of two to three days per week in the office, smaller tech startups are embracing virtual-first policies that give employees full control over where they work. This poses a threat to the dominance of big tech companies, which have traditionally had the upper hand in attracting top talent due to their vast resources and brand power.

    For many ambitious tech workers seeking autonomy and work-life balance, small startups with flexible policies may prove irresistible. The future is unclear, but for now, the flexibility divide between big tech and small tech is poised to reshape how Silicon Valley attracts and retains top talent. This trend will likely only accelerate as remote-first generations join the workforce, demanding flexibility as a top priority in their job search.

    While legacy tech giants rose to prominence with an office-centric mentality, the new wave of innovation may depend on startups fully embracing virtual work. Remote employees tend to have higher job satisfaction and lower burnout rates, allowing startups to tap into a more diverse global talent pool. Yet scaling flexibility is easier said than done, and big tech’s structured return to office risks diminishing some of the benefits of remote work for innovation and inclusion.

    Big tech’s shift to structured hybrid models with two to three assigned in-office days reflects a philosophy that in-person interaction fosters collaboration, apprenticeships and team cohesion. However, this stance fails to recognize the value of virtual communication and its role in boosting autonomy, diversity and work-life balance for many employees. By limiting employee choice in work location, big tech also risks losing top talent to startups with more flexible policies.

    While facetime may benefit some teams and tasks, compelling employees to commute and collaborate in person risks reduced productivity and job satisfaction for many knowledge workers. As tools like video conferencing, virtual whiteboards, and team messaging grow more advanced, the need for physical offices to foster collaboration and innovation is diminishing. The office may have a role to play, but not at the cost of flexibility and choice.

    Rather than require blanket return-to-office policies, forward-thinking companies should evaluate collaboration needs on a team-by-team basis and implement flex programs with employee input. They must recognize that a one-size-fits-all solution will not work, and that flexibility and cohesion can absolutely co-exist with the right investments in virtual collaboration infrastructure and management training.

    The future of work depends on companies scaling flexibility and investing in the technology and culture to support virtual teams. While the flexibility divide currently favors small tech, any company able to overcome the challenges of managing remote work at scale may gain a competitive advantage.

    For now, small tech startups embracing virtual-first flexibility have an opportunity to attract top talent and pioneer new models of innovation suited to a remote world. But big tech would be wrong to dismiss flexibility as a “startup phase” alone. With a supportive culture and the right collaboration solutions in place, companies of any size can scale flexibility and tap into benefits like reduced costs, access to global talent, and higher employee productivity and wellbeing.

    The possibility is there for forward-thinking companies in any industry to make flexibility a competitive advantage — if they are willing to invest in the management and technology to do so. While the future remains uncertain, one outcome is clear: Choice and autonomy matter deeply to knowledge workers, and companies able to provide flexibility at scale will be best positioned to succeed in the post-pandemic world.

    The future of flexible tech

    The critical question is whether small tech startups can scale flexibility. Currently, 67% of tech companies with under 100 employees are fully remote, compared to 26% of tech companies with 250 to 500, and just 8% of tech companies with over 500 employees.

    While flexibility may be easier to implement at a small startup, will these companies harden their stance on work locations as they mature? I’ve helped tech companies ranging from late-stage startups with 50 to 100 employees to behemoths with over 30,000 staff figure out their flexible work models, and I have to say that the larger they get, the more challenges they face with making remote work truly effective. That’s because the challenges of managing remote teams and collaborating across distances may increase with company size. Larger companies typically have more complex organizational structures, multiple offices and a wider range of roles with diverse collaboration needs. They may also face greater scrutiny and bureaucracy, making quick shifts to virtual work more difficult.

    However, for companies able to surmount these challenges, the rewards of flexibility could be significant. With strong communication tools, management training and an outcomes-based mindset, flexibility may continue to enhance innovation and attract top talent even after startups scale. The companies able to achieve this stand to gain substantial cost savings, access to global talent and higher productivity and employee wellbeing.

    Ambitious yet employee-centric tech startups would be wise to implement flexible programs thoughtfully and brace for challenges, but not assume that scaling means limiting choice. By proactively addressing common obstacles around collaboration and oversight, tech leaders can create flexible programs ready to scale. With investments in infrastructure, policy, and culture, the result could be a win-win for both startup and employee.

    The companies that thrive will be those recognizing flexibility not as a temporary phenomenon but rather as a permanent shift in how and where knowledge work happens. They will implement remote collaboration and management solutions with scale in mind, provide guidelines and training for productive virtual work, and evaluate employee performance based on outcomes and impact rather than hours logged or roles. They will treat flexibility as vital for innovation, not as an employee perk alone.

    The future of work is still being written. But if small tech companies can figure out how to scale flexibility, they may gain a key competitive advantage over big tech. The opportunity is there for forward-thinking startups to pioneer new models of remote collaboration as they grow – without compromising on autonomy, work-life balance or productivity. For now, the flexibility divide favors small tech – but the future could belong to those companies that find ways to push the boundaries of virtual work regardless of their size.

    While legacy tech companies struggle with providing flexibility at scale, a new generation of startups has a chance to make remote work a competitive advantage if they invest in solutions and culture to overcome common challenges, like:

    • Communication silos: With poor communication infrastructure and policies in place, remote teams can become disconnected and isolated. Startups must implement collaboration tools, encourage informal interactions and provide guidance on best practices for productive virtual collaboration.
    • Management challenges: Managing remote employees requires a high degree of trust, as well as training for managers unused to overseeing virtual teams. Startups must evaluate management practices, provide resources for leading remote teams and hire managers able to motivate and engage employees from a distance.
    • Lack of cohesion: Some express concern that remote work reduces opportunities for relationship-building and mentoring. Startups can address this by organizing virtual social events, setting up mentorship programs, and leveraging technology that enables more personal connections between coworkers.
    • Security and compliance risks: With remote work, ensuring data protection, privacy and policy compliance may require additional effort. Startups need to apply best practices for remote cybersecurity, provide employee education around safe virtual work environments, and implement monitoring systems enabling visibility into how sensitive resources and data are accessed.

    Related:

    Conclusion

    The future of innovation depends on pioneers — and in a post-pandemic world, the pioneers of virtual work may be tech startups that scale flexibility. With the right investments and culture in place, small tech companies have an opportunity to make flexible work a competitive advantage and tap benefits beyond cost savings alone.

    Gleb Tsipursky

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  • 10 Powerful Ways To Recognize Your Employees | Entrepreneur

    10 Powerful Ways To Recognize Your Employees | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    If you’re a manager or HR professional, you know that keeping employees engaged and motivated is extremely important to the success of your organization. One powerful way to do this is through employee recognition programs. Strategic employee recognition programs can help create a positive work environment and promote a culture of appreciation and excellence.

    Simply put, employee recognition programs reward and acknowledge employees for their contributions and achievements. This can take many forms, from traditional bonuses and raises to non-monetary rewards like extra time off or public recognition. The key is tailoring the recognition to the individual and their accomplishments.

    So, how can you create an employee recognition program that is both strategic and effective? Here are some tips to consider:

    1. Set clear and measurable goals

    One of the keys to a successful employee recognition program is setting clear and measurable goals. What do you hope to achieve with your program? Are you looking to increase employee engagement? Improve performance? Reduce turnover? Whatever your goals, it’s essential to define them upfront and track your progress along the way.

    2. Align recognition with company culture and values

    Effective employee recognition programs are aligned with company culture and values. In other words, the recognition should reflect the behaviors and achievements that are most important to your organization. This will help reinforce your company’s values and build a strong culture of appreciation and recognition.

    3. Ensure fairness and transparency in the program

    Fairness and transparency are essential components of any successful employee recognition program. Employees need to know that the program is objective and everyone has an equal opportunity to be recognized. Transparency also helps build trust and credibility with employees, which is critical for long-term success.

    Related: How to Recognize Burnout in Your Employees

    4. Provide timely and specific feedback

    Timely and specific feedback is another important best practice for employee recognition programs. Employees must know what they’re being recognized for and why it matters. Providing feedback promptly also helps reinforce positive behaviors and encourages employees to continue performing at a high level.

    5. Offer a variety of recognition options

    Offering various recognition options can help ensure that everyone feels valued and appreciated. Some employees prefer public recognition, while others prefer a more private approach. By offering different options, you can accommodate different preferences and help ensure everyone feels included.

    Related: The 4 Pillars of Employee Appreciation

    6. Encourage peer-to-peer recognition

    Peer-to-peer recognition is a meaningful way to build a culture of appreciation and recognition. Encourage employees to recognize and appreciate each other’s contributions through a peer-to-peer recognition program. This can take various forms, such as a shout-out board, a virtual recognition platform or even a weekly newsletter. This can help foster a sense of teamwork and collaboration while also boosting morale and engagement.

    Related: 10 Simple Ways to Build a Collaborative, Successful Work Environment

    7. Use technology to streamline and enhance the program

    Technology can be a powerful tool for streamlining and enhancing employee recognition programs. Online platforms and mobile apps can make recognizing and rewarding employees easier, tracking progress, and analyzing data. They can also make the program more accessible and engaging for employees.

    8. Tailor rewards to individual needs and interests

    Instead of offering generic rewards or gift cards, consider tailoring rewards to each employee’s preferences and goals. For example, you could offer a book on a topic they’re interested in, a fitness class pass, or a donation to their favorite charity. This shows that you value their individuality and care about their well-being beyond work.

    Related: 4 Ways Employee Incentives Can Drive Engagement and Retention

    9. Recognize unique talents and skills to motivate and develop employees

    Instead of focusing solely on performance metrics, recognize employees’ skills and talents that contribute to the team’s success. For example, you could offer a “problem-solving champion” award, a “creative thinker” award, or a “team player” award. This highlights the unique value each employee brings to the team and encourages continuous learning and growth.

    10. Autonomy and flexibility as a form of recognition

    Sometimes the most valuable form of recognition is flexibility and autonomy. Allowing employees to work on projects they’re passionate about, pursue their interests, or work from home can show that you trust and respect their abilities. This can improve their work-life balance and lead to increased productivity and loyalty.

    A successful program is built on the foundation of honesty and transparency. One of the key takeaways is the importance of seeking concrete information and avoiding guessing. It’s crucial to clearly understand what motivates employees and design recognition programs that align with those motivations.

    At the heart of any successful employee recognition program is the ability to accurately track and measure performance metrics. That’s where Hana Retail comes in. Hana Retail is a powerful retail POS system that offers a wide range of features designed to help you manage your business more efficiently.

    Murali Nethi

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  • How AI is Helping Society Break Free From The 9-to-5 Mold | Entrepreneur

    How AI is Helping Society Break Free From The 9-to-5 Mold | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    As someone who is a huge tech enthusiast, I have been privileged to witness the continuous evolution of technology throughout my career. From groundbreaking innovations like the iPhone to cutting-edge advancements like 5G, the pace at which our world changes never ceases to amaze me. However, amidst this ever-changing landscape, one particular technology has captured my attention and sparked my curiosity: generative artificial intelligence (AI).

    Generative AI, at its core, is a remarkable fusion of human ingenuity and machine learning. Its capacity to go beyond our preconceived limits and generate, imagine and produce is truly awe-inspiring. As someone who has always been captivated by the transformative potential of AI in various industries, encountering generative AI took my fascination to an entirely new level.

    When I first witnessed the capabilities of generative AI, I was left in awe. It’s almost as if the AI possesses its own inherent creative instincts, blurring the boundaries between the realms of human imagination and machine intelligence. While the notion of machines creating art, music, or writing that can rival human creativity might appear daunting to some, with fears of the automation apocalypse rampant, I think otherwise.

    In the 2023 edition of its annual Future of Jobs Report, the World Economic Forum reports that out of the 803 businesses that it surveyed from around the world, 25% believe that the integration of AI tech will lead to job losses, while 50% believe that it will create job growth. AI can only replace humans if you think it will and stop progressing and upskilling alongside it.

    The potential for AI to push the boundaries of what we thought was possible is truly inspiring, and that can be illustrated in the way that it can reimagine the 9-to-5 workday.

    Related: Why Are So Many Companies Afraid of Generative AI?

    Reimagining the 9-to-5 workday

    The traditional 9-to-5 work schedule has long been the standard in the corporate world, but with the rapid advancements in artificial intelligence (AI), the concept of “clocking in” and “clocking out” is undergoing a profound transformation. AI technologies are revolutionizing work, allowing flexibility, personalized schedules and reimagining the traditional workday.

    Every position within every organization holds the potential for reinvention. Accenture conducted a manual assessment of 200 language-related tasks to gauge the impact of generative AI. The aim was to identify which tasks were more likely to be automated or augmented through AI. The results showed that generative AI is projected to influence approximately 40% of individuals’ working hours.

    In this article, we will explore how AI is reshaping the 9-to-5 paradigm and empowering individuals to “flex out” of rigid work schedules

    Related: How ChatGPT and Generative AI Can Transform the Way You Run Your Business

    Embracing flexibility

    Within any given role, generative AI will help automate certain tasks while others will be assisted, freeing up individuals to focus on more meaningful endeavors. Rather than being bound by inflexible schedules, workers now have the chance to embrace flexible work setups that cater to their personal preferences and productivity patterns. Companies can optimize workflows, automate repetitive tasks and streamline processes, increasing employee flexibility.

    Additionally, there will be tasks that remain unaffected by the technology. The advent of generative AI will also usher in many new responsibilities for human workers, such as ensuring the responsible and accurate utilization of new AI-powered systems. This contributes to creating new job roles like AI system managers, AI ethics experts and prompt engineers.

    The rise of remote work

    AI has also played a crucial role in facilitating the surge of remote work, granting individuals the freedom to work from any corner of the globe. The advancements in communication and collaboration technologies, combined with AI-driven virtual meeting platforms, have simplified the process of remote collaboration for professionals.

    The flexibility offered by AI-powered remote work helps eliminate the need for lengthy commutes, reduces overhead costs for companies, and expands opportunities for individuals in remote locations. Moreover, AI-enabled remote work allows organizations to tap into a global talent pool, accessing a diverse range of skill sets and perspectives that can fuel innovation and foster growth.

    Related: How The AI Revolution Is Liberating Workers from the Office

    Redefining work-life balance

    The conventional 9-to-5 work model frequently falls short when it comes to striking a healthy work-life balance. AI is helping reshape this paradigm, granting individuals the liberty to manage their time in a manner that aligns with their personal obligations and outside responsibilities. Nobel Prize-winning economist Christopher Pissarides believes that AI can enable humans to work just four days a week.

    With the aid of AI, flexible work schedules empower individuals to allocate dedicated time to personal endeavors like quality family moments, pursuing hobbies, or prioritizing self-care activities. By nurturing a more harmonious work-life balance, AI isn’t just bolstering employee satisfaction and well-being but also improving productivity and overall job performance.

    A flexible and personalized approach to the 9-to-5 workday

    With the continuous advancement of AI, the inflexible 9-to-5 work model is gradually being replaced by a more adaptable and personalized approach. Professionals now have the chance to break free from the confines of the traditional workday structure.

    Embracing this transformation facilitated by AI can result in heightened productivity, increased job satisfaction, and a more balanced and fulfilling work-life equilibrium. As we progress, it becomes crucial for individuals and organizations to harness the potential of AI to reshape work hours and unlock the full capabilities of the modern workforce.

    Related: It’s Time to Prepare for the Algorithmic Workforce

    Asim Rais Siddiqui

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  • 6 Signs It’s Time to Hire Your First Employee | Entrepreneur

    6 Signs It’s Time to Hire Your First Employee | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    The early days of a startup usually present a mix of excitement and fear for a founder. You’re looking forward to embarking on your own and showing the world what you offer. However, revenue isn’t guaranteed, and you may experience some hardships as you grow your organization.

    Most startups begin with a bright idea and someone with the guts to take action on it. Typically, founders handle the operations of their organization from end to end, with no one to support them. However, as the company begins to scale, hiring a supportive staff becomes necessary.

    How do you know it’s time to hire new employees? Look out for these signs.

    1. Overwhelming customer demand — you’re turning down customers

    As your company grows, you’ll likely experience an ebb and flow of your sales. There will be times when you’re so busy you spend all your waking hours handling your customer’s orders, and others when you stare at your computer hoping a new sale will arrive.

    You’ll know your revenue is beginning to solidify when you can’t physically handle all the orders that come in. You might need to turn down work simply because you only have two hands, and they’re both full to the brim.

    If this situation sounds familiar, it’s time to bite the bullet and hire someone to support you. Turning down customers is a bad look for any organization and can discourage future clients from doing business with you.

    If you’re unsure whether you can sustain another employee part-time or full-time, consider a freelancer. You can outsource some of your work to a qualified freelancer during busy times while avoiding the long-term commitment of an employee.

    Related: 9 Ways to Recruit the Best Talent for Your Startup

    2. Declining customer satisfaction

    Providing excellent customer service is crucial to all organizations. After all, your clients spend money on your products or services. They’ll look for other options if they don’t feel you treat them well.

    If you can’t provide your clients with the same white glove treatment that you did in the early days of your organization, you’ll notice a decline in your customer reviews and an escalation of complaints. That’s concerning and will likely lead to revenue declines if you don’t address the problems swiftly.

    Instead of allowing your customer service to tank, hire an employee to assist you. That way, you’ll have more time to ensure every client has a positive experience with your company.

    3. You’re planning to introduce a new product or service

    Things are great — your initial products and services took off, and you’ve successfully propelled your sales since the early days of your organization. Things are going so swimmingly that you decide to introduce a new source of revenue.

    If that’s the case, you’ll likely see a new influx of customers. You’ll need to prepare yourself. After all, you want to continue to service your original offerings while meeting future clients’ needs.

    Introducing a new product or service can potentially double the work you’re already doing, and if you can’t keep up with orders, all your efforts could fail. Consider hiring a qualified employee to help you keep the momentum flowing.

    Related: How to Know When It’s Time to Hire Your First Employee

    4. Your current employees are overworked

    Ideally, the team you hire will have specific responsibilities. For instance, you might have a sales director overseeing qualified leads and a finance guru managing your accounting books. However, if your employees are taking on work outside their purview, it’s time to bring someone else on board.

    You want your employees to concentrate on activities that add value to your company. Your accountant shouldn’t oversee your customer service activities, and your operations manager shouldn’t handle your social media accounts. If your employees’ responsibilities are constantly changing, they may become unhappy and decide to leave.

    Consider hiring an office manager if you need someone to handle administrative tasks or similar responsibilities. They can take care of the extra items that bite into your other employee’s time.

    5. You don’t have time for a vacation

    Startup founders typically know what to expect when starting a new business: endless work hours in a battle to establish a name for their organization. While that’s admirable, at some point, you’ll start burning the candle at both ends, and your work and other responsibilities, like your family, will suffer.

    If you find your weekends are nonexistent, and there’s never enough time to accomplish everything you need, it’s time to bring in someone to help you. We all need time off to rest and recuperate from a busy lifestyle. Even if you feel it’s impossible to take a week’s vacation, you should still incorporate the occasional three or four-day weekend to reset your mind and get away from the pressures of your business.

    Hiring someone you trust to handle your organization’s daily activities can do wonders for your mental health and prepare you for upcoming challenges.

    6. Your business bank account allows it

    After months of solidifying your revenue streams and mitigating your expenses, you’ve built up a pretty impressive bank balance that you’re quite proud of. While that’s quite an accomplishment, it can signify that it’s time to hire someone to assist you.

    As your company continues to scale, your workload will likely increase. Eventually, you won’t be able to keep up with your orders. Preparing in advance by hiring a new employee provides a buffer that will prevent you from turning down work if your sales become overwhelming.

    If you hire now rather than wait until the last moment, you’ll have time to train your new employee on the responsibilities they’ll handle. There won’t be a mad rush to onboard them when you become too busy to manage the company yourself.

    Related: 5 Expert-Backed Strategies for Hiring Top-Quality Talent for Your Startup

    If you see signs it’s time to hire, take action quickly

    Founders who note any of the above signs in their organization are wise to take action and look for team members to support them. At a certain time, your business will begin to scale, and you won’t be able to maintain the same output level if you don’t have some help. Recognizing that time is now can ensure you have the staff you need to continue building your company.

    Shawn Cole

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  • Open vs. Anonymous Feedback \u2014 How to Effectively Collect Employee Feedback | Entrepreneur

    Open vs. Anonymous Feedback \u2014 How to Effectively Collect Employee Feedback | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    While the need for continuous feedback has been a cornerstone of organizational performance for many years, recent transformative trends around remote working have made feedback culture more important than ever for company cohesion and success.

    But in the quest for valuable and honest feedback, does open feedback deliver better outcomes than anonymous channels?

    The benefits of feedback culture

    Regularly sharing honest and constructive feedback respectfully can create a growth mindset in the workplace as it encourages employees to learn, develop new skills, grow and seek new challenges.

    Providing feedback in this way can help promote better communication between managers and employees, boosting employee engagement and positively impacting overall employee satisfaction, retention and productivity.

    As such, regular feedback can build a solid and cohesive team and is a vital component in creating a strengths-based company culture, according to workplace consulting and global research group Gallup.

    Furthermore, when companies implement feedback culture correctly, it encourages continuous improvement and innovation. Importantly for fully remote or hybrid organizations, the benefits of an entrenched feedback culture extend beyond performance and productivity, as it also allows companies to focus on factors related to employee well-being.

    For these reasons, creating an environment where employees feel safe to give and share feedback on their perspectives on their and co-workers’ performances, workloads and well-being will differentiate a company from its competitors.

    Related: How to Give Employee Feedback Effectively (and Why It Matters)

    Encouraging valuable feedback

    The key to successfully implementing a feedback culture is creating opportunities for employees to give and receive constructive feedback regularly. In this regard, companies must train employees on how to do so and lead by example through regular and transparent communication.

    Another key consideration is developing effective feedback mechanisms, with open or anonymous feedback an important consideration. The main difference between these two feedback channels is the level of transparency and accountability involved in the process.

    I have always felt that anonymous feedback is toxic to company culture. In my mind, anonymous feedback conveys a message that the company normalizes living in fear and accepts that employees lack the courage and conviction to own their points of view.

    But as a business leader, my most significant concern relates to the idea that anonymous feedback means staff does not trust each other enough to offer and receive feedback constructively.

    Related: Are You Asking for Employee Feedback? If Not, Good Luck With Retention.

    Open feedback fosters trust

    Promoting open feedback lends itself to better engagement as employees can share their views in face-to-face conversations, through email, or via formalized internal feedback platforms. And sharing feedback in an open forum allows managers and business leaders to follow up with the person who provided the insights to clarify matters, ask additional questions and continue the conversation.

    Additional potential benefits of open feedback include:

    • Allows leadership to give and receive constructive criticism and positive reinforcement.
    • Helps identify areas for improvement and growth opportunities for individual employees and the organization as a whole.
    • Encourages a culture of continuous improvement.
    • Builds trust and fosters better communication within the workplace.

    One employee of mine shared that speaking openly and honestly is the best form of self-expression when sharing feelings and perceptions. The key to providing effective open feedback is honesty, offering facts to support views, using logic and proactively sharing ideas on improving rather than sharing “empty criticism,” which is useless.

    In this type of environment, where people respect the feelings of others, theoretically the need for anonymity would naturally dissipate.

    Related: Is Employee Feedback Missing at Your Company? Here’s Why and How to Fix It.

    Different strokes for different folks

    However, other employees of mine have pointed out that people differ in their ability to share information and receive feedback openly, especially if it is sensitive or in a group setting.

    Where extroverted employees may feel comfortable sharing their views freely in an open forum, someone who is more reserved and introverted may struggle to express their opinion or provide or receive criticism in a group setting.

    Another response pointed out that people may not be able to share points of discomfort openly because they do not want to compromise their position. In this context, labeling anonymous feedback as cowardly may undermine someone who is merely worried about their future.

    Open feedback can also lead to tension and conflict among employees and managers if it is not delivered constructively and respectfully and may create a culture of over-criticism and negativity if feedback is not balanced with positive reinforcement. Moreover, an open-only approach may erode the value of the feedback received, as people might feel less inclined to provide insights.

    A place for anonymous feedback

    When implemented and managed correctly, anonymous feedback can provide valuable insights and promote constructive communication, as this feedback channel allows staff to share honest opinions and feedback without fear of recrimination or repercussions or offending colleagues or superiors.

    In this way, allowing anonymous feedback may help to create a more balanced and comprehensive view of employee satisfaction and company performance.

    However, an anonymous-only approach can lead to a lack of accountability, fostering a culture of negativity and complaining. It can make it difficult to follow up or address specific concerns.

    What anonymous feedback channels should not do is promote a workplace where employees feel that they can recklessly criticize one another without consideration or give rude, offensive or hateful feedback.

    A hybrid feedback model

    Ultimately, both options have benefits and drawbacks, and both can work to create a thriving feedback culture because they cater to different employee preferences. As such, the best approach may vary depending on the situation and the culture of the organization.

    Max Azarov

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  • Why Companies Are Hiring and Prioritizing Employees Without College Degrees | Entrepreneur

    Why Companies Are Hiring and Prioritizing Employees Without College Degrees | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    A recent survey conducted by the Society for Human Resource Management (SHRM) revealed that almost one-third of American employers now consider non-degree candidates for job openings, with 37% of employers reporting that they are more likely to do so than five years ago.

    For the last several years, we have seen that developed soft skills are becoming the leading requirement in different companies, especially in terms of working with other people, e.g., being a proper team player, a good leader, being able to communicate properly and align with company values and diversity issues.

    Soft skills are often difficult to quantify, which is why many employers have traditionally focused on things like degrees and certifications to screen candidates. However, in many cases, a candidate’s ability to work well with others, think critically and adapt to new situations is more important than their specific educational background.

    In fact, some of the most successful people in business and industry are self-taught, having learned their skills through hands-on experience and a willingness to take on new challenges. Mark Zuckerberg, one of the most recognized names in tech, built Facebook into the world’s largest social network. Zuckerberg dropped out of Harvard in 2004, during his sophomore year, to work on Facebook full-time and remains its CEO to this day. David Karp created Tumblr (which at its peak gained more than 500 million monthly users) despite never even graduating high school. Daniel Ek, co-founder of Spotify after abandoning his degree in engineering at the Royal Institute of Technology in Sweden after just eight weeks. The list goes on and on. The billionaire co-founder of Microsoft, Bill Gates, dropped out of Harvard to focus on building his company.

    Related: How to Find, Hire (and Fire!) Rockstar Employees

    High levels of soft skills are now defining a good employee. Even if a person has a great degree or might have vertical expertise in the field but lacks soft skills, some companies might prefer a better team player over a fancy university diploma. That brings harmony and drives team success rather than individual success.

    When hiring people, I personally don’t even look at the degree. When I conduct an interview, I ask a lot about different situations this person has been in at work, different conflict situations, communication processes with peers or their direct reports, and the rest of the team. I try to figure out how the communication will be done upwards at the same level or downwards. For me, a formal degree is not as important as people’s experience, and positive references are given to their soft skills, work ethics, and communication.

    Related: 5 Soft Skills Every Employee Needs Today

    The shift in hiring practices

    A number of factors is driving this shift:

    • The rising cost of college.
    • An increased emphasis on workplace skills over degree credentials.
    • the growing popularity of alternative educational models such as online certificates.

    In addition, some employers are starting to recognize that non-degree candidates can bring unique perspectives and experiences to the table that traditional college graduates may not possess. Google, Apple, IBM, Bank of America and other big companies adopted this approach in 2018.

    As employers move away from relying solely on academic qualifications, they now have more opportunities to identify and hire high-quality individuals who can contribute meaningfully to their organization. However, this trend also means that employers must be prepared to evaluate applicants based on a broader range of criteria than they may have in the past. In addition to traditional measures such as prior experience, academic achievements, and references, employers should consider evaluating candidates based on their skill set and personal qualities such as self-discipline and problem-solving abilities.

    At the same time, employers must ensure that they are not discriminating against potential employees who do not possess a traditional academic background. This includes assessing candidates based on their potential rather than focusing solely on past accomplishments or experiences. By taking a more holistic approach to evaluating applicants and considering the full range of skills and qualities they possess, employers can ensure that they are attracting a diverse set of candidates who have the potential to add value to their organization.

    A recent survey by the Society for Human Resource Management (SHRM) revealed that 57% of employers plan to hire more such candidates in the future. This is indicative of a growing trend in organizations around the world.

    Related: 8 Soft Skills That Make You an Even Better Leader

    Soft skills take over

    Employers often find that hiring recent university graduates may not always be the most suitable option for the specific job requirements within their business. Especially when it comes to startups or venture-backed companies that require innovative and creative approaches, formal education can be an obstacle in thinking or creating a new product/business model. We see that some innovative companies intend to hire people without a formal education or college degree because that allows them to be more creative and think “outside of the box,” which results in more added value.

    By the way, fields such as IT, Manufacturing, Customer Service, Business Administration, Accounting and Finance are examples of areas that don’t necessarily require a degree but may prefer candidates with relevant experience or qualifications.

    High levels of soft skills are now defining a good employee. Even if a person has a great degree or might have vertical expertise in the field but lacks soft skills, some companies might prefer a better team player over a fancy university diploma. That brings harmony and drives team success rather than individual success.

    By recognizing the importance of soft skills and focusing on the qualities that truly matter, employers can build more diverse and effective teams that are better equipped to tackle the challenges of today’s rapidly-changing business landscape.

    Zamir Shukho

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  • The Developer Shortage Crisis Could Devastate The Tech Workforce. Here’s Why. | Entrepreneur

    The Developer Shortage Crisis Could Devastate The Tech Workforce. Here’s Why. | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    If you work in technology, you’ve likely seen the headlines bemoaning the ongoing developer shortage. Demand for skilled developers has increased steadily over the last few years, but the supply has failed to keep up. The International Data Corporation (IDC) has predicted a global shortfall of four million developers by 2025. If we don’t act now, the global talent shortage could result in approximately $8.5 trillion in unrealized annual revenues by 2030.

    So what can we do about it?

    Recently, I attended the SXSW festival in Austin and led a panel with industry leaders from Salesforce, Morgan Stanley and Estée Lauder to address this question. Throughout the conversation, it became clear that our solutions must go beyond establishing a more robust job fair at the top universities. To tackle the developer shortage, the entire industry must undergo a paradigm shift, prioritizing diversity, education and policy to realize change and secure the future of all tech-enabled businesses. ChatGPT will only take us so far.

    Tap into new pools of talent

    Tech has primarily pulled candidates from the same finite talent pool for decades. The problem is that this pool does not reflect the diversity of the world around us. 62% of all tech workers are white, and 75% are male. Relying on this extremely limited and homogenous source of talent has put the industry in a bind. Companies are unable to fill open positions, yet, there are large groups of people who have been shut out of the industry. What would the developer shortage look like if we enlarged our talent pools to better include women, people of color, global workers, people with disabilities and formerly incarcerated people?

    We cannot continue returning to the same empty pot and expect gold to suddenly appear. We cannot expect to find 4 million new developers by 2025 from the same pool.

    As leaders, we need to consider groups we may have dismissed due to old biases and ask ourselves, “How can we tap into new pools of talent?”

    Related: 4 Reasons Low-Code Tools Will Never Replace Software Developers

    Utilize non-traditional methods

    Fostering a new generation of developers means organizations must implement non-traditional methods to identify and attract talent.

    First, look at your job descriptions — are they accessible to those with unconventional backgrounds? Do away with degree requirements and develop job descriptions that focus less on credentials and more on the skills necessary to succeed in the role. Furthermore, train hiring managers and recruiters to untangle their biases and identify transferable skills in a candidate’s application.

    Skills can be taught, but passion and creativity are much harder to come by. One can typically upskill an employee in weeks or months, but changing someone’s behavior will take years at best. Don’t allow erroneous requirements like a four-year degree to get in the way of hiring someone who could bring a vital perspective to your team.

    We should also consider how we can adapt our workflows to drive inclusion and belonging. For example, the prevalence of remote work has opened up many opportunities for those living with a physical disability. Pre-pandemic, many workplaces wouldn’t consider an applicant if they couldn’t come to the office. Moving forward, we must educate ourselves on other areas of our work that might be unwittingly exclusionary and adapt accordingly so all have the chance to contribute. It takes leadership and teams a lot of learning to properly include everyone.

    Related: How Software Developer Freelancers are Filling the Skill Gap

    Nurture the talent pool

    If we only look for talent when we need them, we will likely default to old biases and hire the first developer that checks all our boxes. The onus is on organizations to actively build and nurture an expanded talent pool through education, training and support.

    Organizations must invest in STEM education outside the traditional and expensive four-year degree. What can we be doing as companies to expand access to tech education and accreditation? At Salesforce, they partner with schools to provide access to computers and coding classes to bring tech to students early in their learning journey. There are also programs like Microsoft’s Accelerate, which provides free courses and resources to underserved communities to equip them with the necessary skills to participate in the tech sector.

    Still, education alone is not enough. My company recently partnered with a non-profit and a higher education institution in Brazil to help underserved communities access tech jobs. Although these students had completed their computer science degree — while holding a full-time job in another area —many still didn’t feel confident applying for a job in tech or even creating a Linkedin profile. We quickly realized it was essential to build a bridge from the hard skills learned in class to the soft skills they need to get a job, including networking, interviewing and seeking out opportunities. Gaining the credential is one thing, but if a person doesn’t know how to use it in the job market, they won’t get far.

    During the question portion of the panel, a student and young entrepreneur asked how companies can incentivize and publicize developer boot camps for young people. He suggested focusing on community-centered approaches — going into underserved communities and providing educational resources. We shouldn’t expect people to come to us, we have to make the effort to reach out to them.

    It’s on us to create holistic solutions along every step of the pipeline, providing the necessary structure, support, and emotional safety for marginalized groups to confidently apply for tech jobs.

    Related: Why Low-Code Platforms Are the Developer Shortage Solution People Aren’t Talking About

    Act as an ecosystem

    There’s a visibility gap, not a talent gap in the developer industry. Finding non-traditional and creative approaches to identify and evaluate talent is how we can help our companies see the talent they may think is lacking.

    We must find solutions that help foster and develop talent from its earliest stages and connect more into initiatives with nonprofit organizations working with underserved communities to create solutions that work for them and with them.

    Most importantly, we will all fail if we compete to develop talent. The challenge at hand requires us to scale and to scale properly. We must work together to build an ecosystem with partners across industries — even those we may consider competitors.

    Leonardo Mattiazzi

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  • How to Hire People for Technical Skills | Entrepreneur

    How to Hire People for Technical Skills | Entrepreneur

    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    As a business owner, you likely have a grasp on how to hire people. You hire from within, tap your professional network, and leverage popular online job sites like ZipRecruiter. But when it comes to hiring people with technical skills—specifically, skills that are outside of your own—you may begin to feel out of your depth.

    Technical skills refer to abilities and knowledge required to perform specialized tasks within a profession or industry. Some examples include computer programming, data analysis, mechanical engineering, digital marketing, web development, networking, graphic design, and project management.

    How to hire people with technical skills and recognizing those skills during the hiring process can be challenging. With a structured approach and a clear understanding of the skills required, employers can increase their chances of finding the right candidate for the job.

    Define the role and the technical skills required.

    The first step in the hiring process is to define the role. This includes the technical skills required for the job and the soft skills that are important for success in your organization. Be sure to have a detailed job description and the qualifications for the position.

    Posting on job sites.

    Consider using job boards and recruitment platforms to reach a large pool of candidates with the right technical skills. ZipRecruiter is a popular platform that can help you reach many candidates with specific technical skills. ZipRecruiter matches your listing with qualified candidates using powerful AI matching technology.

    You can also use ZipRecruiter’s screening tools to help filter candidates based on their qualifications and experience.

    Screen for the right qualifications.

    As you screen candidates, look for technical qualifications and background experience that would fit your team well or address an existing gap in your organization’s competencies.

    Conduct technical interviews.

    During the interview process, ask technical questions that are designed to evaluate the candidate’s qualifications. The questions should be relevant to the job and the technology used in the company. You can also give them a small test or project to evaluate their technical abilities.

    Use technical assessments.

    Technical assessments can help you evaluate a candidate’s technical abilities and determine if they have the necessary skills for the job. You can do this onsite or give them a few days to complete the task.

    Many online technical assessment tools can help you test a candidate’s skills in programming, web development, database management and more. It depends on your desired area of expertise.

    Check their references and work.

    Check references from previous employers, colleagues, or supervisors to understand the candidate’s work style and qualifications. You can also ask for samples of their previous work or projects to evaluate their technical abilities.

    Offer competitive compensation and benefits.

    Offering competitive compensation and benefits is essential to attract top technical talent. Additionally, it’s also important to supply opportunities for growth and advancement, as many highly skilled technical professionals are motivated by the chance to work on exciting and challenging projects.

    Don’t forget that you have resources at the ready when you’re ready to hire. As the #1 job site in the U.S.1, ZipRecruiter makes job searching easy. It uses powerful AI matching technology to help you find the right fit, and you can also read reviews and ratings from current and former employees to learn about a company’s culture before applying.

    1 Based on G2 satisfaction ratings as of January 1, 2022

    Entrepreneur Deals

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  • Why You Should Be Hiring When Everyone Else Is Firing | Entrepreneur

    Why You Should Be Hiring When Everyone Else Is Firing | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Now, I know this might sound like a crazy idea. After all, why would anyone want to hire when the entire world is downsizing and laying off employees left and right? But hear me out.

    The truth is, layoffs are happening because these large companies have become bloated and inefficient.

    They have so many employees that they can’t even keep track of who’s doing what. And when times get tough, they start slashing jobs left and right without any regard for the talent that they’re losing.

    Related: A Downturn Can Actually Be a Good Time to Cultivate Talent. Here’s Why.

    Why is everyone firing?

    The economic impact of the multiple crises we’ve experienced over the past few years alone has led to companies experiencing a decline in revenue and profits, causing them to restructure their businesses to survive. This restructuring often results in layoffs and downsizing to cut costs and stay afloat.

    Some companies also had to shift to remote work arrangements, and the need to implement safety protocols has also contributed to the layoffs. Companies that were unable to adapt to the new normal had to make tough decisions, including downsizing and restructuring, to remain competitive.

    With the rise of automation and artificial intelligence, companies are looking to streamline their operations, which means reducing the number of employees. As a result, employees who have skills that can be easily automated are often the first to be let go.

    Some companies are also undergoing mergers and acquisitions, which can lead to redundancies and layoffs. When two companies merge, there is often an overlap in roles and responsibilities, which can result in the elimination of positions.

    But as an entrepreneur, you have the opportunity to do things differently. By building your business efficiently, you can pick up talent at a fraction of the cost and build your dream team in a way that these large companies could only dream of.

    What are the benefits of hiring during an economic downturn?

    First and foremost, hiring while others are firing allows you to access top talent that may not have been available in a more competitive job market.

    Many highly skilled workers who have been laid off may be looking for new opportunities and may be more willing to work for a smaller, growing company that can offer them more flexibility and growth potential.

    In addition, hiring during a period of widespread layoffs can give your business a competitive advantage. As larger companies downsize their operations and scale back on services, smaller businesses that are still growing can step in to fill the gaps in the market. This can help your business gain market share and increase your customer base.

    Another benefit of hiring during a period of layoffs is that you may be able to negotiate better terms with potential employees.

    To clarify, when discussing negotiating better terms with potential employees, it is not necessarily about undervaluing their talent. Rather, it is simply acknowledging the reality of the current economy and job market.

    With more people looking for work, you may be able to offer lower salaries or fewer benefits and still attract top talent. This can help you keep your labor costs under control and invest more in other areas of your business.

    Related: Companies Need To Be Better at Hiring, Not Firing. 7 Tips To Pick And Retain The Best Talent During Uncertain Economic Times.

    Building your dream team on a budget

    When hiring during tough times, it’s also still very important to be strategic.

    Instead of simply filling gaps in your existing staff, take the time to think about what positions you need to add to take your business to the next level. This is the perfect opportunity to build out your dream team, with a focus on hiring people who can help you grow and thrive.

    While it’s true that hiring during tough times can be an opportunity to pick up top talent at a fraction of the cost, it’s still important to be mindful of your budget. If it goes down to it, you can consider hiring on a commission-only basis or offering equity in your company as a way to attract top talent while keeping costs low.

    Building a great team is one of the most important things you can do for your business. And since this great team is built during hard times when work dedication is slowly fading, they will help you achieve your goals in ways you couldn’t have done alone.

    And when the economy bounces back, you’ll be in a position to reap the rewards of having a highly skilled and motivated team in place.

    Related: How to Be An Accountable Leader During an Age of Layoffs

    While it may seem counterintuitive to hire when everyone else is firing, doing so can be a smart move for entrepreneurs who want to make duplicates of themselves in the company.

    With the right strategy, you can pick up top talent at a fraction of the cost and build your business in a more efficient and effective way.

    So, don’t let the current economic climate scare you away from hiring — use it as an opportunity to build your dream team and take your business to new heights!

    Roy Dekel

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  • 3 Proven Ways to Hire (and Keep) Diverse Talent | Entrepreneur

    3 Proven Ways to Hire (and Keep) Diverse Talent | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    One of the most common diversity, equity and inclusion strategies over the last decade has been to diversify hiring processes. The temptation to hit the “easy button” and fill front lines and open positions with women, people of color, those with disabilities and other marginalized communities is opportunistic and inauthentic. If you’re not creating an environment for diverse talent to thrive, diverse talent will not stay. This requires a more holistic approach, rather than a simple hiring fix.

    To take a more holistic approach to hiring diverse talent, consider:

    • Broaden where you recruit
    • Remove bias from the hiring process
    • Hold recruiters and hiring managers accountable for diverse representation

    Related: 10 Ideas to Drive Your DEI Initiatives in 2023

    Broaden where you recruit

    If you went fishing and didn’t catch any fish would you blame the fish? Or if you were gardening and had trouble growing plants, would you blame the flowers? It is more likely that you would shift your approach to catch more fish or grow more plants. Yet, with diverse talent, we often blame them for not applying or not being “qualified.”

    Instead, shift your approach much like you might shift your approach with other ineffective techniques. There are lists of organizations that can help place diverse talent. Folks from diverse backgrounds will check peer-reviewed websites like Glassdoor and reach out to people that work at the organization, as well as comb through the corporate website to see if it’s truly a diverse and inclusive workplace. After many corporate promises were not delivered, there is an increased skepticism by potential employees to be cautious when evaluating employers. Compensation and benefits (although important) are table stakes, with culture and flexibility taking precedence over traditional worker priorities.

    And time developing relationships with HBCUs, diverse networking groups and building a reputation for inclusion first before showing up on campus and at events declaring diversity is important. Actions speak louder than words. Candidates from diverse backgrounds have never been so highly sought after and they can be choosy with their employment in ways they have not been afforded in the past. Do intentional and consistent work and candidates might believe it.

    A diversity recruitment strategy outlines the organization’s goals and approach to recruiting diverse talent. This strategy should explain outreach efforts to underrepresented communities and track success, pivoting as strategies work or need to adjust to meet candidate needs.

    Related: 5 Tips for Finding Diverse Candidates That Make Dollars and Sense

    Remove bias from the hiring process

    The hiring process is riddled with bias. if we don’t have systems to address bias, then bias is invited into the process. Most hiring managers admit they hire people they would like to spend time with vs. people that are most qualified for the position.

    Use inclusive language in job postings to attract a diverse pool of candidates. Avoid using gendered language and be specific about the skills and qualifications required for the position. If a job posting has a requirement that people doing the job do not currently fulfill, it’s not a requirement.

    Ensure that the interview slate of candidates and a panel of interviewers are diverse and represent the organization’s commitment to diversity and inclusion. This sends a clear message to candidates that the organization values diversity.

    Manage personal bias in the hiring process. There are many biases that play into the hiring process. To find diverse talent, recruiters and hiring managers need to be aware of their potential biases and be prepared to manage them. Bias is not bad; bias is human. Inclusive leaders manage their biases knowing they can never fully remove them. Some include:

    • Potential vs. performance bias: Those in the majority group (white, straight, cisgender, able-bodied men) tend to be evaluated on potential. Women, people of color and those from underrepresented groups tend to be evaluated based on actual performance. This means that the starting point is different for people based on identities they can’t control. Be cognizant of this bias with clear objective criteria to evaluate candidates so this bias does not creep in.
    • Caregiving vs. providing bias: Women are often assumed to be caregivers whereas men are assumed to be providers. This stereotype may be true, yet it certainly is not always the case in modern culture. The traditional family with men being the primary owners and women being stay-at-home has shifted significantly in the last few decades, yet our brains are still wired to connect women with caregiving and men with providing. This leads to an unfair advantage where men as seen as more committed or stable compared to women. Question assumptions about women’s caregiving responsibilities equitably to men.
    • Cultural fit vs. cultural add bias: When people say they’re a good cultural fit, it’s usually code for they like us. Humans have an affinity or like me bias and like to surround themselves with people they feel comfortable with, usually of their identities. This is an obvious challenge if we want to diversify our workforce, we need to look at people from different backgrounds as cultural adds. This doesn’t mean that they’re not aligned with our core values and beliefs, yet they bring a different perspective. Asking the question, “What perspective does this person add?” can help combat this bias.

    Related: Business Leaders Need to Take Inclusive Language More Seriously — Here’s Why.

    Hold recruiters and hiring managers accountable for diverse representation

    What gets measured gets done. Without clear expectations, managers resort to past methods. If we want more diversity, we have to do things differently. The status quo is the enemy of diversity. Accountability begins by:

    • Setting clear expectations: Clearly communicate the organization’s diversity and inclusion goals and expectations for diverse hiring to all managers. This can include specific targets for diverse hiring and a commitment to eliminating bias in the recruitment and selection process. The goal is to improve, not set quotas or force diversity when it is not possible yet.
    • Establishing metrics and tracking: Establish metrics and tracking mechanisms to measure the effectiveness of the organization’s diverse hiring efforts. This can include tracking the diversity of candidate pools, monitoring the progress of diverse hires and measuring the impact of diversity and inclusion initiatives on employee engagement and retention.
    • Incorporating diversity into performance evaluations: Incorporate diversity and inclusion goals into managers’ performance evaluations to hold them accountable for diverse hiring. This can include evaluating managers based on the diversity of their hires, their efforts to eliminate bias in the recruitment process and their ability to create an inclusive work environment.
    • Recognizing and rewarding success: Recognize and reward managers who are successful in hiring and retaining diverse talent. This can include public recognition, promotions and bonuses for achieving diversity and inclusion goals.
    • Addressing non-compliance: Hold managers accountable for non-compliance with diversity and inclusion goals through disciplinary action. This can include coaching, training and, in some cases, termination of employment.

    Despite positive intentions to diversify hiring processes, leaders often struggle to find diverse talent. They cite the lack of applicants as evidence that diverse talent does not exist and is not attracted nor qualified to work at their organization. However, when diversity recruiting and hiring are given a strategic approach, results shift. There are three proven ways to diversify talent acquisition: broaden where you recruit, remove bias from the hiring process and hold recruiters and hiring managers accountable for diverse representation.

    Julie Kratz

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  • 5 Ways Startups Can Leverage Tech Layoffs to Attract Top Talent | Entrepreneur

    5 Ways Startups Can Leverage Tech Layoffs to Attract Top Talent | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    The initial wave of tech layoffs captured global headlines with a sense of shock and awe, and according to Nerdwallet, in 2022, more technology workers were laid off than in 2020 and 2021 combined. While big tech itself has laid off unprecedented numbers in a very short span and continues to navigate various economic headwinds, the broader tech industry continues its focus on innovation and strategic growth.

    These signals do not mean that the overall employment economy is bad nor are reflective of the broader talent market. According to Zip Recruiter, 37% of those laid off in the tech industry found a new job within one month, and 79% found a new job within three months, which underscores the many opportunities available. Additionally, quit rates remain the highest in over 20 years and unemployment stands at a steady 3.4%-3.7%, an incredibly low range. These tech employees are also looking into other industries – CNBC notes that many other sectors such as health care, education and government are experiencing a never-before-seen level of interest from top tech talent. Small and mid-cap tech companies are similarly experiencing newfound popularity.

    Related: Why Companies Must Leverage Outsourced Development Teams to Weather Economic Downturns and Layoffs

    Top employees who found themselves suddenly unemployed can still remain in the driver’s seat. The talent wars may be less drastic than a year ago, but they do still exist. This creates a tremendous opportunity for early-stage growth companies to reflect on recent events and look inwards at their culture to ensure they are best positioned to attract some of this talent. The ability of startups to hire and retain these resources could be a key determinant of future success. Yet, it’s not a done deal.

    Early-stage companies are unlike most other businesses in the market in that they have the flexibility to quickly pivot and innovate their culture. To attract and retain this newly available (and incredibly smart) talent looking for opportunities, startups must implement a set of key practices and procedures that will enable them to stand out from the pack.

    Here are five strategies they can consider to position themselves for lasting human capital success:

    1. Embrace hybrid and remote work environments

    Offer hybrid and remote work flexibility options. Not only will this provide a broader geographical base to hire from, but it will actually encourage diversity in the workplace. As Aki Cho points out in her article “The Reason Bosses are Freaked out by Remote Work,” hybrid and remote work environments will cater to a workforce that is more ethnically and gender diverse.

    2. Create a collaborative and flexible co-working space

    Early-stage companies need to break down the walls that siloed offices were once surrounded by. The office needs to become a place that employees want to visit versus have to visit. Startups can rethink the purpose of the office, designing with collaborative structures and making the décor inspirational and welcoming. In addition, there is an opportunity to extend open hours, allowing for early birds and night owls alike to have a place to operate during the time frame that they are naturally wired to perform best.

    Related: Your Tech Employees Are Your Most Potent Reputational Tool as Your Firm Recruits

    3. Offer liberal equity packages and clearly define vesting schedules

    Most employees at big tech companies own a very small piece of a very large pie. By joining a startup, they now have the opportunity to own a meaningful part of their company’s success. Offer generous equity packages, encouraging employees not only to join feeling like co-founders but also to find a longer-term commitment to success. Clearly articulate your company’s vesting schedule and communicate the value through frequent valuation exercises. Extend top-ups when goals are met and the company meets clearly defined and well-communicated metrics.

    4. Create and communicate vision, mission and values that stand for something different

    Early-stage companies have an opportunity to stand out from the big tech pack. Create a vision, mission and values set that represents clarity, aspiration and inclusivity. Develop a clear communications plan and incorporate it into employee hiring, onboarding and retention materials. Stories of laid-off employees attest to their feeling anonymous, overlooked and undervalued. A clear communications plan will serve as the first step to proving it will be different this time around.

    5. Be purposeful in hiring

    Many tech companies experienced massive growth during the pandemic. According to CNN Business, some grew by as much as 100%, just in the 2019 – 2022 time frame alone. As these same companies are now reducing their workforces in record numbers, those terminated are concluding that their hires were based on reactive growth, not properly thought through. Many feel as though they didn’t matter. Early-stage companies can tell a different story by clearly defining the roles they are hiring for, implementing a reasonable company-wide hiring plan and holding themselves accountable for longer-term retention of those they bring on board.

    As the tech layoff trend continues, next-generation leaders are realizing that this time around it’s more than transactional. Affected employees are reflecting on their experiences and reframing their definitions of a meaningful career. It can be argued that startups are best positioned to address this newfound north star; they are nimble, collaborative and able to present the most ownership-oriented reward structure. With intentional planning, focus and ongoing championship, early-stage leaders can leverage this unique hiring opportunity to build best-in-class teams that set the foundation for lasting success.

    Kalon Gutierrez

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  • You Made a Bad Hire — Now What? Practice Self Reflection to Overcome and Grow | Entrepreneur

    You Made a Bad Hire — Now What? Practice Self Reflection to Overcome and Grow | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    We’ve all been there. You hire people, partner with people, or trust someone with the precious gift that is your business venture. And they let you down. After you’ve invested your time, money, and, perhaps more importantly, your emotions into the relationship, what do you do when it all turns south and you can’t take it anymore?

    Asking for help for most entrepreneurs can cause anxiety. Bringing in an “outsider?” Eek! We tend to be an independent lot who can juggle and manage a myriad of tasks at once. Hiring someone to ease our workload isn’t always a road easily traveled.

    So, let’s look at what you should do when that ugly speedbump of a bad hire pops up, and you have no option but to face it head-on. After all, ignoring it and hoping it would fix itself hasn’t worked these past few weeks, has it?

    In most cases, this type of situation comes from hiring someone specializing in an area you don’t have expertise in, such as copywriting or technical backend integrations. You reach out to a handful of people asking for references. You dive into some calls, and more often than not, you hire a person you interview because you get along with them so well (and let’s face it, it’s tough to find the perfect person anymore).

    Related: How to Let Go of Control and Hire an Expert

    They say the right things. They’re full of energy and enthusiasm for your work, and you breathe a sigh of relief because the burden of responsibility has finally been lifted. You like this person and have high expectations.

    You amble along as you share information while having great conversations and laughter. You can’t wait for them to take over part of the workload and get things done as you envisioned.

    • You have standards.
    • You have preferences.
    • You have a vision.
    • You set a path to reach your goals.

    Their fee (or salary) is paid upfront and immediately (because you generally hate when people don’t do that), and the expectations timer kicks into action.

    And then it happens. You face the reality that they don’t get it. You still really like the person, but they don’t seem able to deliver what you expected — or what they seemed capable of in the first place. The first instance you let slide. “It’s a learning curve,” right?

    Perhaps it was a miscommunication. Maybe you weren’t as focused on giving enough pertinent information for them to do the job. Or maybe, just maybe, they weren’t capable from the start. And that is heartbreakingly disappointing.

    It was hard enough to ask for help in the first place. But now, you don’t have the results you expected, and, on top of that, you’re out a boatload of your hard-earned money, you need to find someone else, and pay them even more of your hard-earned money to clean this mess up.

    Your first knee-jerk reaction is emailing that person to release frustration and irritation. Because come on, you’re annoyed and hurt if you’re honest. You’ve invested personally and professionally in that person, and they let you down. Or did you let yourself down? That might be more disappointing!

    So, what can you do with this current situation to save your mental health spiral of negativity, intense remorse at throwing away good money, and reflective finger-pointing and blame?

    Here are three steps I take to overcome a disappointing hire:

    1. Take responsibility

    Your first step is to take accountability for your side of the equation. This is the hardest pill to swallow because it’s the size of a submarine. But swallow you must. You’re the one who chose to work with the person in the first place. I know you want to blame someone else, but you can’t do that without also taking some of the blame.

    I call this the “Red Flag Counter” philosophy. We all generally dismiss more red flags than we ought to. We like someone, so we let the first handful of gut-instinct red flags go without paying attention.

    Then comes the non-gut instinct red flags. These are when behavior or actions are like neon signs flashing in your face. The work just isn’t done well. Period. You had expectations that weren’t met. That’s a literal red flag.

    It’s time to stop letting so many of them pass by before halting the process and recalibrating.

    But we like this person so much that we’re distracted by their mutual love of your favorite TV show. Or perhaps the mere thought of starting over with the hiring process is exhausting and undesirable. Who has time?

    By the time three or more red flags have been stuffed into a back closet, your irritation factor is only waiting on the sidelines to explode and at that point, remedial recovery may be too late.

    Related: The Real Impact Of A Bad Hire For Your Business

    2. Take a breath

    Take several of them. You need oxygen because this scenario isn’t an easy one to digest. But rest assured that there are ways to take away something positive from this seemingly hopeless and frustrating situation.

    It would help to remind yourself that this isn’t the end of the world. Stop for a few moments and remind yourself that if you can calm your body down with deep breathing, your emotions will also calm. A clear and focused mind is the best way to handle any disappointing situation. Our emotions tend to distract and muddy the waters making logic and common sense dissipate.

    So, take a breath and accept that this is a picture you allowed to be painted. The other person may be at fault for not delivering, but you also had a hand in it. As an entrepreneur, we must be realistic about our role in any situation. With that awareness and perspective, you gain the skills to grow. Once calmed, you can move on to the next step.

    3. Try to salvage the relationship

    People are more important than a project. You’ll have ongoing projects or tasks, but finding people you like gets harder and harder to come by as you get older.

    I’m not saying you need to invite them to dinner every Friday night but find a way to calm down and make sure you know — and they know — that you still respect them as a fellow human being. It’s not easy. Especially if you paid them and they didn’t deliver.

    I may not have chosen this as a step in the process, but there’s been so much open hate and divisiveness in the world that we don’t need more. Another interesting point of view is how small the business world tends to get the longer you’re in it.

    It’s astonishing how paths can cross again later in time. My partner reconnects with people from decades ago and often strikes up a new working relationship or joint venture. The more you can salvage a relationship in the heat of a disruption, the more you’ll have an open door as your business grows. Just because something didn’t work out this time around doesn’t mean it won’t come back to work at a later date. After all, there was a reason you connected and hired this person in the first place.

    It is time to let the basic foundation of human decency step back into the spotlight. And how better to start than with ourselves? After all, you got yourself into the mess and can get yourself out.

    Related: 6 Tips for Hiring the Right People

    4. Time for acceptance and learning

    If you paid for a service, your money is gone. No one stole it from you or forced you to pay for it. There’s always a moment when you need to look that decision in the face and accept that you made it and it can’t be changed. You can’t reinvent history, so why not learn from it? You decided to bring that person in, and you paid them.

    Your time is gone (whether you paid or not). You can’t get that time back no matter how many time-travel, sci-fi films or TV series you watch.

    You’re now sitting with your disappointment and need to get some value from it. The most significant value you’ll get is learning a lifelong lesson not to make the same mistake again.

    It would be best to attempt rectifying things and communicate that you think something went wrong. You should offer ideas on how to collectively work together so your expectations are better met — making sure theirs are also met.

    But in the end, it didn’t work. Many things in life don’t. The disappointment of not getting what you wanted may sting. Ok, maybe the sensation is more like a severe burn! But it too shall pass, and your best bet is to let it go and move on (quickly) as you’re fully equipped with new knowledge and insight on how to prevent it from happening again.

    Grow with the process

    Think deeply, assess the process, and see all things with clarity. Accept your role in the situation. Focus on profoundly understanding what went wrong and why (or how), and grow more powerful from a lesson painfully learned. Remember to hold your head high with the pride of putting another person’s humanity into the solution.

    Side note: If you hired someone to do a job and they flat out didn’t deliver (versus them providing something different from what you expected or wanted), ask for a refund or partial refund. That’s fair, also.

    The best bet is to write out a detailed job description in advance. Send it to the applicant or your new hire and have them sign it. Have them initial each line item. That way, you have something you both can revisit if delivery is lacking.

    As the saying goes — get on the same page. Getting on the same page upfront clears the way for great success flags, not red ones of a problem or white ones of surrender. Go get ’em!

    Lauren Hirsch-Williams

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  • 7 Interview Questions to Build a Positive Work Culture | Entrepreneur

    7 Interview Questions to Build a Positive Work Culture | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    Creating a positive culture is more than putting a ping-pong table in the break room or free snacks.

    It’s also about hiring positive, motivated employees who share your company’s values and are committed to making a difference.

    It’s always good to remember, while the look of your office shows how much you care, the people that are in that building make your company what it is.

    That is where the interview process and the questions come in:

    1. Who is your favorite person that you have ever worked with or for?

    You’ll have a couple of answers: One person will say this person was their favorite because they were best friends, they can talk about anything and would always laugh. That shows me that this person’s number one focus is not growth — meaning head down and getting to work.

    An answer like, “My first boss was so strict, and at first, I hated him. Two years in, I realized I learned so much and he helped me be so much better in my job and as a professional.”

    That person gets that if they sew in hard work they are going to reap success. If someone gives them critical feedback, it will help them grow.

    I want that person.

    Related: 3 Interview Questions To Help You Hire The Right People

    2. Who is your least favorite?

    I don’t care about the least favorite person, I care WHY. This shows me what kind of management style the candidate doesn’t work well with.

    Say the reason was that they brought their boss this idea they worked on for weeks, and all their boss said was “thank you,” but they think they didn’t respect their opinions.

    It is likely their boss respects their opinions, even on an average level.

    This shows they are probably wearing a lens that makes them think people generally disrespect their opinions. So, if I hire them, I have to fight with this person’s ghosts and do extra to make them know I respected their idea.

    3. Where do you get your moral code or compass from?

    The way people ground themselves is mercurial.

    When someone says they are their own moral compass, they have no concrete thing they ground themselves in and will get blown in the wind.

    You want the source to be really good — a parental figure, a historical figure, an institution, etc.

    This way you know they hold themselves to a standard and you don’t have to manage their moralities.

    4. If you get to the end of your life and look back at the time between now and then, what will make you say, “I did it!”?

    I want to see if their desires line up with the company — their desires beyond personal goals, what they want to accomplish and where they see themselves in five years.

    It helps me know that we are aligned and a qualified organization for what they want to do and achieve.

    If it makes sense, then they will see your company as a bridge to help get to their goals.

    This is the most integrity-focused and integrous part of the vetting process, too, because you can also see if the company is a good fit for the individual.

    Related: 3 Ways to Establish a Positive Company Culture

    5. Name everything you can do with a brick.

    This is the best test — those with a higher IQ would, on average, be able to give 12 or more creative answers in five minutes. If they give less than six in five minutes, then it is indicative of lower fluid IQ and less creativity, and it also indicates that they will struggle to come up with solutions to complex, nuanced problems.

    This test does not tell everything about IQ or anything like that, but you do get an inkling.

    For example, a marketer will give more creative, longer, paragraph-style answers as opposed to an operator who would give a lot of answers, but brief two-word ones.

    Someone with creative answers would not be able to follow set patterns, as opposed to the operator’s logical answers.

    6. If you were going to give a training on __, what would the outline be?

    I prefer this question over asking questions like, “How much experience do you have in ___?” or “How good are you at ___?”

    You don’t want their opinion on their knowledge, and you don’t want them to tell you what they’re good at. You want them to display knowledge.

    By asking the candidate to teach you about the position they are applying for, you will be able to see how teachable they are, where they got their knowledge from and how much they know.

    You want to also know if they know more than you. You never know what you might be able to learn.

    7. What is something that you have learned about __ that most people in the industry don’t know?

    I want to know, again, where on their timeline of learning they are. There are three levels to this:

    1. The formative level: Where you accept what anybody tells you about anything.

    2. The medium level: “Oh! I have learned something on my own, and I now have my own rules.”

    3. The final level: Where you are judging and where it can be dangerous to a degree. You take everything from the first two and apply it further.

    You are asking for them to demonstrate if they are at that third level and if they are at that level of fidelity in their knowledge.

    Related: 11 Crucial Interview Questions to Ensure a Culture Fit

    To promote a positive culture, you want to know how much your candidates care about the role and the company.

    For example, a candidate coming to an interview in a suit, a notebook and their resume — even though the company is very casual — shows they care about you, the role and the company.

    It’s more than giving water and comfy chairs. It’s also about creating a work environment that fosters collaboration, innovation and growth. This starts with the people — people make the company, not the other way around.

    Josiah Grimes

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