Team Building Archive

Note: This is Part IV in the Startup Team Building series. Read Part I HERE, Part II HERE and Part III HERE. This article originally appeared at...

Hands-on Techniques To Avoid Hiring Wantrepreneurs

Note: This is Part IV in the Startup Team Building series. Read Part I HERE, Part II HERE and Part III HERE. This article originally appeared at Inc.com HERE They smile, they laugh on cue and they have a rehearsed response for every conventional interview question. They profess to be entrepreneurs, but are they actually Wantrepreneurs? A Wantrepreneur is a well-intentioned person who wants to be an entrepreneur, but does not have the skills, personality and/or risk profile to be successful. When the going gets tough (as it always does at any startup) the Wantrepreneurs get busy emailing their resumes to prospective employers. The costs of a mis-hire during the early stages of your adVenture are dramatic. As such, deploy unconventional tactics to separate the ATM Operating Wantrepreneurs from the Bank Robbing entrepreneurs.
As part of UC Santa Barbara’s Distinguished Lecture Series, Jason Nazar, Co-Founder and CEO of Docstoc, recently shared ten lessons that emerging entrepreneurs can learn...

10 Startup Lessons Entrepreneurs Can Learn From Superheroes

As part of UC Santa Barbara’s Distinguished Lecture Series, Jason Nazar, Co-Founder and CEO of Docstoc, recently shared ten lessons that emerging entrepreneurs can learn from superheroes. Jason’s inspiration for this 6 ½ minute talk was a blog entry he wrote in 2008, which went viral within the startup community. You can check out Jason’s original entry HERE.
Note: This is the third installment in the Startup Team Building series. Read Part I HERE and Part II HERE. When hiring ATM Operators at...

When Hiring Entrepreneurs, Ignore Their Resumes

Note: This is the third installment in the Startup Team Building series. Read Part I HERE and Part II HERE. When hiring ATM Operators at a Big Dumb Company (BDC), assessing each candidate’s ability to execute predictable tasks is of paramount importance. As such, the recruitment process revolves around applicants’ resumes, which highlight what they have previously done in their professional careers. What is important at a BDC, because most duties performed at mature entities are repetitive, structured and involve minimal ambiguity. Thus, evaluating the tasks a candidate has previously performed is a valid methodology when filling job openings in relatively static organizations.
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