Its been a while since I have written a post. We’ve spent the last 6 months scaling a new business unit http://www.dealcurrent.com and I am remembering how important hiring the right way is.
We have gone from hiring 3 people last year to hiring about 1 person a month and plan on growing to 40+ next year. As a result, I’ve spent a lot of time lately thinking about how to recruit, and more importantly how to hire people for our team.
The two goals when hiring are recruiting talented people and maintaining an amazing culture.
Here are my keys to accomplishing this:
- Define the personality and skill set you want. I believe the key to hiring the right person is outlining the ideal person in advance before any interviews. This prevents you from being blinded by a great personality and ensures you find what you are looking for.
- The hiring process starts with the first phone interview. The first human impression you have on someone is the first phone screen. If you are hiring or someone on your team is, its important to discuss goals, job descriptions, and make clear the point that: “We are a great company and working here is something you have to work for”. Its not about being arrogant, but its about knowing you have built something great and that you want people who would do anything to work with you and they are willing to give everything they have.
- After the first interview with a manager, schedule team interviews and give everyone a “Veto” right. One of the things I have found is that people behave differently with a hiring manager than employees. Train your employees to ask questions that dig into personality, work ethic, and motivation. I have found many times that a person tells a manager one thing and a future co-worker another eliminating themselves before they even know it. Also give your team permission to raise an opinion or cast a Veto if someone just rubs them the wrong way. It is important that team members are involved in the hiring process. This increases the chance that a new hire will fill in, but also should get the recruit excited to work with your company.
- Remember hiring continues with training. One of the key things that is often overlooked is that the hiring/recruiting process is not done with the start date. This is like saying a sale is finished just because the contract is signed. Now you have to deliver. This is the same with a new hire. I believe when someone starts with your team you have one month to impress them and mold them into your culture. Sometimes you have less. It is important to have a training plan, create an agenda for their first week, and to expose them to all the operations they are directly or indirectly involved with. Everyone who starts with us spends 2-5 days shadowing our sales team. We want everyone to know how a client comes to us, contracts with us, and why they sign with us. Attracting and retaining clients is the key to every business, so its important to expose everyone to this and express the importance even if they are not in sales
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Posted in Deal Current, Marketing, Uncategorized, tagged Business Insider, Daily Deal Software, Deal Current, Groupon's Biggest Threat, Jim Moran, Media Daily Deal Programs, SDNN Daily Deals, Yipit on May 25, 2010 |
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I just read a great article about media publishers entering the daily deal market on Business Insider written by Jim Moran at Yipit.
The article title reads:
The article covers some great points, but here is the most important part in my opinion for our clients and other media publishers.
Four keys for local publisher success
Focus on email. A page on a publisher’s site may fall short in effectiveness compared to a dedicated email subscriber base. Local content creators should drive dedicated email subscribers and leverage their existing email lists in their crafting their deal experience. The ones that already understand this, such as email newsletters, may have an easier time entering the fray. To this point, on the online sample front, DailyCandy already operates Swirl, and Thrillist recently acquired JackThreads. We may soon see these companies and others enter the local daily deal space as well.
Leverage legacy content. Local newspapers and magazines have a library of restaurant, bar, shop and service recommendations they made in the past. Just as studios leverage their film and television assets through DVDs, local publishers can point to past reviews in their daily deal offerings. Focusing on previously reviewed business may facilitate the sales process – local business who received sales boosts around their initial review would jump at the opportunity to be featured once more. Most importantly, utilizing historical endorsements maintains separation of editorial and commercial content.
Outsource. Some publishers face major internal hurdles to reorienting their web experience and marshaling their sales staff to roll out a full service group buying solution. Hosted group buying solutions, such as Group Commerce and others, who provide technology and/or sales solutions to publishers looking to present daily deal offerings to their consumers. Many of the publishers above pursue partnerships with existing deal services (such as four of the six above). Those may be an effective solution, but owning those email addresses for the long term will be key.
Present exclusive offers. As we mentioned in our analysis of Gilt Groupe’s daily deal offering, exclusivity can be a compelling aspect of a daily deal. Local publishers can present their offers as exclusive to their readers, reinforcing the value of the publication and adding excitement to their offer.
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We haven’t focused on any press, but we know the word is getting out about our daily deal software, Deal Current.
Kiplinger, the personal finance magazine, recently mentioned us in their article “Online Daily Deals Help Firms Gain Traffic”
It’s exciting to see our team get recognition for their work along side some of the more well known daily deal companies like Living Social.
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Sometimes you just come across thought provoking videos.
In this video, IBM discusses their smarter planet strategy. They interviewed three IBMers, featured in the video – in order of appearance: Mike Wing, Andy Stanford-Clark and John Tolva – and asked them to talk about what Internet of Things, System of Systems, and Smarter Planet mean to them.
There is also more great content on the Smarter Planet Blog.
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The photo contest we’re hosting for the Oakland Raiders has taught me a great deal about art of the photo contest. I say ‘art’ because in my estimation, wining a photo contest for this brand requires part mathematical precession and part artistic finesse.
The Raiders are well known for having the most fanatic fans in the country. I grew up as a cheesehead in Wisconsin I will never forget my first experience with the ‘back hole’, apparently not all fans replicate a piece of cheese as headwear.
Those of us in the photo contest business know that there are three things that win contests: Babies, Pets and Girls (in no particular order). The Raider Fans sure know how to execute on the big three. Here are a couple of my favorites:
Ok, not quite a baby but still damn cute
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Posted in Uncategorized on December 10, 2009 |
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Last week we (Artistic Hub) launched a Fan Photo Contest for the OAKLAND RAIDERS. We know the Raiders have fanatical fans and we were excited to allow them to post their own photos and vote on their favorites. They have truly shown their support for the team because the traffic and submissions have been through the roof! GO RAIDER FANS!
Do you know someone that’s a part of the Raider Nation? Tell them about the contest.
HOW IT WORKS:
1. Submit a photo of you in all of your Raider glory.
2. Vote! The winner is based on public votes, so tweet, post and promote.
3. WIN – new winners announced every Wednesday so get started…
The team offers great prizes including a game football signed by Shane Lechler, tickets to the games and RAIDERS Gear. New Prizes every week. Check it out!
WHY IT WORKS:
The first 24 hours: 180 Photos Submitted / 100,000 votes
Today – Day 11: 915 Photos Submitted / 555,000 Votes
Fan Engagement… Go Team Hub!
Read this post by Patrick Dillon, President of Artistic Hub, to learn why most contests don’t work and what we do different.
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