Post: #1

I've been running a business the last several years and have hired people I knew and friends of friends. I've hired some through craigslist as well.

I'm at the point of growth now where I really need a few key employees to ably handle certain tasks on their own to manage different departments within the company (separately: sales, marketing, distribution, shipping, purchasing). Only one employee has really demonstrated the ability to get shit done and do it well without asking me questions, complaining to me, or doing it begrudgingly.

Where do I find good employees? I live in a fairly small place and most of the networking events in my city are for older folks in more traditional industries whereas my industry is more contemporary and younger.

I keep using Craigslist but it seems like the well has run dry. I'm at the point where I'm outsourcing some of the work to outside firms but I much rather hire talented people in-house to grow with the company who are self-starters and don't need my constant guidance. Outside firms have consistently let me down and always end up going over budget without delivering what was promised.

Please do not blame it on pay because my pay is very fair and I've learned the hard way that paying the same person more does NOT make them better workers.

Anyone been in a similar situation? Where have you found talented employees?

Post: #2

This is an interesting topic that I'd love to hear explained by older members.

As for OP...your post is vague and tailored advice may be difficult to give. Have you tried posting job information at universities? There are thousands of kids who graduate every year unemployed. This could be a market you could capitalize on...most will be happy to be underpaid.

Post: #3

(11-07-2014 05:32 PM)redbeard Wrote:  This is an interesting topic that I'd love to hear explained by older members.

As for OP...your post is vague and tailored advice may be difficult to give. Have you tried posting job information at universities? There are thousands of kids who graduate every year unemployed. This could be a market you could capitalize on...most will be happy to be underpaid.

University students have been the worst. I tried offering paid internships in cool things...filming product commercials, social media marketing, graphic design...and worked it out with the University depts so they would have credit as well and had only 2 emails from students interested who weren't qualified. We're talking about the millennial generation you know, the laziest, most entitled generation ever lol

My best employee now never finished high school but worked his way through his whole life so he has that work ethic that's required to succeed and the backbone to figure things out when the things get tricky and not give up.

Post: #4

Can you afford to hire foreigners?

Post: #5

It sounds like you have more of a management problem than a talent problem. If you've only ever had one good employee then you either really suck at hiring people or you're not very good at motivating them and coaching them into being the kind of employees you want them to be.

Post: #6

Highly paid Industrial-Organizational psychologist I knew summarized what he saw when going in to companies to help them:

The problem is always at the top.

There's endless free material to learn about this, hiring by using work samples, realistic job preview, multiple hurdle methods.

Some very rich hated companies (Google Apple) do something similarly: Hire grads from top universities.
You mentioned students, that's a different matter, they haven't gotten their credentials yet.

You might be someone who's great at, making tables for example, but not yet good at teaching others how to makes tables.

Post: #7

(11-07-2014 04:48 PM)monster Wrote:  Anyone been in a similar situation? Where have you found talented employees?

My sweet spot for employees has been hiring older (late 20's-30's) foreign born and schooled but partly raised in the U.S. people, foreign university students, part timers working side jobs with a h1b visa.

Most of my employees are asian though and that's mainly because of the skillset required (bilingual mandarin requirement.) However, all hiring and firing decisions go right through me.

I have less than 10 people so it's not like I have to hire a lot. It also helps to have a really good manager in charge. If you focus a lot of attention and energy into finding a great manager then a huge burden is lifted off your shoulders when it comes to micromanaging a business. This is especially true since i'm an absentee owner most of the time and only monitor things through the internet.

Post: #8

(11-07-2014 08:09 PM)El Chinito loco Wrote:  

(11-07-2014 04:48 PM)monster Wrote:  Anyone been in a similar situation? Where have you found talented employees?

My sweet spot for employees has been hiring older (late 20's-30's) foreign born and schooled but partly raised in the U.S. people, foreign university students, part timers working side jobs with a h1b visa.

I think there's research support for older=more reliability, and this extends up higher in age range as well.

Post: #9

(11-07-2014 07:50 PM)Ensam Wrote:  It sounds like you have more of a management problem than a talent problem. If you've only ever had one good employee then you either really suck at hiring people or you're not very good at motivating them and coaching them into being the kind of employees you want them to be.

(11-07-2014 08:01 PM)iknowexactly Wrote:  Highly paid Industrial-Organizational psychologist I knew summarized what he saw when going in to companies to help them:

The problem is always at the top.

There's endless free material to learn about this, hiring by using work samples, realistic job preview, multiple hurdle methods.

This is completely missing the point. The problem is finding new employees who can assist the growth in new corporate functions (not with the old who do an acceptable job with existing functions but cannot manage further promotion - think applied Peter Principle). Growth takes new labor...thus, my question, how have others found good talent to hire?

Post: #10

(11-07-2014 07:11 PM)Old Fritz Wrote:  Can you afford to hire foreigners?

Good point, I don't believe I can afford to find and relocate someone from another country into the US. I'd love to find a foreigner with a good work ethic and who's smart. May be asking too much! hah

Post: #11

Firstly the candidate should be honest and committed to their words. Don't say something for the sake of projecting yourself great.

Post: #12

Hire fast, fire fast. Referrals from current trusted employees. Referrals from investors, board members, etc. Personal relationships, from knowing who works.

Don't go with your 'gut.' I know a guy who took a bunch of big name VC money, making this mistake over and over again, hiring totally wrong people because he "likes" them. Hubris and ego guiding what should be simple business decisions. He's wasting everyones time and spending too much money, making these decisions mostly on his own.

Post: #13

Any small business owner that requires competent employees will tell you that finding the right employees is the biggest challenge they face. It is almost impossible to be able to attract the top talent in an industry unless you want to overpay or offer equity. One thing you could try is to hiring two people for the same position and fire one after a month or whatever evaluation time you need. It isn't the "right" thing to do and you could be really screwing some people over. Also, It costs you more money, but reduces the time wasted on useless employees and you have direct comparisons. It has always worked out favorably though in my experience.

Also, I would make sure that you have an operations manual, though. It takes a ton of time to create, but is an invaluable resource for training new employees.

Post: #14

(11-10-2014 05:13 PM)Harvey Specter Wrote:  Any small business owner that requires competent employees will tell you that finding the right employees is the biggest challenge they face. It is almost impossible to be able to attract the top talent in an industry unless you want to overpay or offer equity. One thing you could try is to hiring two people for the same position and fire one after a month or whatever evaluation time you need. It isn't the "right" thing to do and you could be really screwing some people over. Also, It costs you more money, but reduces the time wasted on useless employees and you have direct comparisons. It has always worked out favorably though in my experience.

Also, I would make sure that you have an operations manual, though. It takes a ton of time to create, but is an invaluable resource for training new employees.

Good stuff. I like the idea of "test drives" like in NYT (link)

But again, the hardest part is finding qualified people to answer my ads who are willing to work for a reasonable amount. Just the other day I had a 26yo guy come in who wanted $60,000 + commissions for a sales job and he never went to college and only had experience selling lawnmower parts at a local hardware store. WTF? lol

Post: #15

Maybe you're being too picky about who is "qualified". I'd take someone smart and hungry over someone apathetic and qualified any day.

If it's a sales job, I've seen plenty of people with little sales experience do very well with the right training. Look for people in service industries like waiters who have good people skills.

There's a big initial time investment in the unqualified person, but it will pay off soon enough; plus you'll have an employee who is grateful for giving him a chance. Since they don't have any experience you can pay them less to begin.

Of course, some will never get it, which is when you use the hire quick/fire quick strategy.

Post: #16

I've found LinkedIn to be an excellent recruitment tool.

Although, sales is a wash. The best employees you're going to find are either going to be the hustlers with little to no education or established people who can command a higher salary.

I know this is going to sound offensive, but without much background on what you do many of these millennials may see the work you do as "beneath" them. It may be my own snobbery, but I was either going to a big city or joining the military. Anything in between wasn't worth it to me. A lot of people in my generation were expected to move to the city for some job so a lot of millennials are not only disillusioned but apathetic as well.

Have you tried recruiting at a local technical school? You say your best employee didn't finish high school. Maybe you can find others like him who didn't make the cut in our terrible schooling system.

Here's a strange idea too, why don't you actively recruit high school drop outs. Use the "hire two people above" trick and let them duke it out for the full time position?

Post: #17

Yep, tailored advice is difficult to give because it depends on sector/field and what you do.

I work in the shoe industry, with the Clarks family, based in London. My team has been crafted using some game principles along with the desire I have to see people grow/develop.

When I recruit for Junior/entry level roles I like to look at the potential and capability to mould and nurture people, coupled with the natural talent they may have. It's like having your very own piece of clay that you can mould in any way you see fit, especially if you are a naturally charismatic leader of men.

On the other hand, if I need to fill a senior position I take many other factors into consideration, such as how their current experience coupled with their accolades/achievements can be suited to the role I am looking for.

In any case, it can be like trying to navigate a minefield at times