Foosball Won’t Solve Your Talent Problem


This post is by Scott Maxwell from Openview Labs


Click here to view on the original site: Original Post




Startups like to think of themselves as agile innovators, but when it comes to talent acquisition, most indulge in lazy thinking. Even in 2018, many seem to believe that perks like foosball tables, ping pong, kegs, scooters and canisters of cereal will lure talented techies. Startups routinely waste opportunities to use their websites and social feeds as recruitment vehicles. This is the wrong time to take a cavalier approach to recruiting. A recent KPMG/Harvey Nash survey found 65% of tech leaders said hiring challenges are hurting the industry. Some sectors are hurting more than others; if you have the skills to do serious AI research, you’re one of just 10,000 people in the world who have that level of expertise. Convincing such talent to take a flyer on your company instead of a well-heeled competitor is a tall order. Startups need to spend more time thinking of how to market themselves
Continue reading "Foosball Won’t Solve Your Talent Problem"

Foosball Won’t Solve Your Talent Problem


This post is by Scott Maxwell from Openview Labs


Click here to view on the original site: Original Post




Startups like to think of themselves as agile innovators, but when it comes to talent acquisition, most indulge in lazy thinking. Even in 2018, many seem to believe that perks like foosball tables, ping pong, kegs, scooters and canisters of cereal will lure talented techies. Startups routinely waste opportunities to use their websites and social feeds as recruitment vehicles. This is the wrong time to take a cavalier approach to recruiting. A recent KPMG/Harvey Nash survey found 65% of tech leaders said hiring challenges are hurting the industry. Some sectors are hurting more than others; if you have the skills to do serious AI research, you’re one of just 10,000 people in the world who have that level of expertise. Convincing such talent to take a flyer on your company instead of a well-heeled competitor is a tall order. Startups need to spend more time thinking of how to market themselves
Continue reading "Foosball Won’t Solve Your Talent Problem"

The Top 12 People Leaders You Should Know (And Their Predictions for 2019)


This post is by Ellie D'Amelio from Openview Labs


Click here to view on the original site: Original Post




It’s clear that companies who are successfully scaling not only have the right business models in place, but also have strong People leaders driving the organization forward. They’re often the backbone of the company – an equal mix strategic, empathetic, tactical and inventive. We spoke to 12 top People leaders who embody these characteristics, and as a result, have fostered dynamic work environments during periods of high-growth. What do they expect for HR and talent in the coming year and how can you incorporate that into your people strategy? Read on for their predictions and insights on what’s to come in 2019.

Helen Russell
Chief People Officer, Atlassian

“2019 absolutely remains a candidate’s market and the already limited candidate pool is becoming even more discerning about the types of organizations they want to be a part of. As the best talent has a high moral compass and motivated by intrinsic

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The Incumbents Digital Dilemma: Why Digital Disruption Demands New Skills in the Boardroom


This post is by Anita Sands from Openview Labs


Click here to view on the original site: Original Post




Editor’s Note: This article first appeared on LinkedIn here Competing in a digital world requires companies to recognize a simple fact: we are rapidly moving from an era where systems support humans to one where humans will support systems. No company is immune from the inevitable disruption that digital technology is bringing. Forget about software “eating the enterprise.” Software is fast becoming the enterprise. The pace and scale at which this change is happening is mind-boggling and unprecedented. Whether we like it or not, the foregone conclusion for directors is that we are now all in the technology business. Not only have the ways in which customers purchase products, consume services, and interact with organizations shifted (although they have, radically), but human expectations have also altered irrevocably. Consumers now expect their experiences be seamless and their products intuitive and customized. The demand for everything to be mobile, transparent,
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Diversity in Tech: How can the innovators crack this code?


This post is by Anita Sands from Openview Labs


Click here to view on the original site: Original Post




Editor’s Note: This article first appeared on LinkedIn here A few months ago, I spoke about culture and microbehaviors at a tech company’s conference in San Francisco. To illustrate what “microbehaviors” are and how they can cause a feeling of exclusion, I described the difficulty I often have as an Irish person—unschooled in American sports—contending with the baseball metaphors my colleagues use all the time. As I relayed my frustration, the audience started to giggle. Since the group included plenty of non-Americans, I assumed I had touched on a common experience. However, as the laughter continued, I glanced over to the side of the stage and noticed the CEO blushing. Unbeknownst to me, his big kick-off speech right before my session had been full of “hit it out of the park” and “swing for the fences” baseball sayings to rally his employees now that their company was “playing in
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How to Hire at a Product Led Company


This post is by Amanda Walker from Openview Labs


Click here to view on the original site: Original Post




Product led growth is behind the rise of some of the largest SaaS companies including Slack, Expensify and Dropbox. To learn more about not only this go-to-market strategy, but how to hire for product roles at a product-first company, I spoke with Jack Shay, VP of Product at Pipefy. Below, some key takeaways from our discussion. The following has been edited and condensed for clarity. Amanda Walker: What is the role of product growth? Jack Shay: At the basic level a product owner should always be thinking about growing their product. The growth role just puts extra emphasis on being more of a cross-functional leader who can communicate how to think about ways the product grows the company. He/she thinks about how to engage other functions and teams about the philosophy of product helping to support growth all day every day across the business. It requires perhaps a bit more
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How to Keep Candidates Engaged through a Long Interview Process


This post is by Kristine Yamartino from Openview Labs


Click here to view on the original site: Original Post




The duration of the hiring process has steadily increased in recent years. In fact, research from Glassdoor shows the process has lengthened by a day from 2014 to 2017, with a 15% increase in the time to hire from 2009 to 2017. While the increase in time may seem like a mere inconvenience to recruiters, it can also negatively impact the candidate experience. In fact, more than half of candidates surveyed in 2016 agreed that when the hiring process takes too long, they lose interest and move on to other opportunities. One solution to keep candidates engaged is to reduce the time between interview steps, and therefore keep the overall hiring process shorter. This can often be difficult, especially in the summer months when hiring slows down, or if your interview process requires multiple steps. Instead, there are a few ways recruiters and hiring managers can keep candidates engaged
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Why Diversity in the Workplace is More Important than Ever


This post is by Mary Hutto from Openview Labs


Click here to view on the original site: Original Post




In today’s competitive marketplace, it is more important than ever for companies to find ways to gain a competitive edge. The fight for a competitive advantage begins with your hiring practices. However, when evaluating the quality of their staff, employers often fail to consider one important factor: diversity. Regardless of where you fall on the political spectrum, diversity in the workplace is more important today than it has ever been. As our country becomes more open and diverse, so too does your company’s need to find ways to appeal to those groups if it is to survive.

Encourage a Learning Culture

There are so many things that people from different generations, cultural backgrounds, and walks of life can learn from one another. Older employees have decades of wisdom and lived experience. Younger generations have a fresh perspective and a firm grasp on cutting edge technology. An employee raised in poverty
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The Art of Management Team Rituals


This post is by Amélie Faure from Openview Labs


Click here to view on the original site: Original Post




Editor’s Note: This article first appeared on Medium here. As your company grows from 10 to 200 people, new challenges begin to pop-up every day— like structuring your management team, sharing information internally, aligning your board/managers/employees while also keeping the team focused on the right goals. Do you recognize any of these?
  • Lack of alignment between C-Levels
  • Unclear key milestones for the next 2 quarters
  • No clear understanding of your budget constraints
  • Requests from your board for things you are unable to provide
  • Difficulties convincing your managers and employees
If so, then, you need to read the following article and build your own management rituals with your team. To be honest, I have experimented with a lot of methodologies over the past 20 years— first, as a CEO/COO of different software companies, and then as an operating partner at Serena (OKRs, holocracy, fully asynchronous communication, holding one-on-one meetings). One of
?
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Looking to hire sales & engineering talent? Open your next office here.


This post is by Kristine Yamartino from Openview Labs


Click here to view on the original site: Original Post




Selecting a second headquarters is a complicated decision – just ask Amazon, which is in the midst of a massive and widely publicized search for a second HQ now. According to The New York Times, economic growth and quality of life make Denver the clear winner. While Bloomberg used ATTOM Data Solutions to pinpoint Raleigh, NC. With so many opinions and data sources, it’s crucial to know what factors actually matter most when you’re looking to expand the physical footprint of your business. For a startup looking to expand to the US, selecting a location that will attract the right talent is a must. And both time-to-fill for an opportunity and compensation required to be competitive are at the top of the list. In order to determine the size of a location’s talent pool, it’s necessary to first prioritize hires that need to be made. According to LinkedIn’s Recruiting Trends
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