"Video Lecture _ Lecture 11 Hiring and Culture, Part 2”
This blog post is about 'Hiring and Culture' by Patrick and
John Collison, Ben Silbermann. Before covering the material of the discussion I
want to say couple words about the lecturers. Patrick and John Collison are
Irish entrepreneurs who founded 'Stripe' Technology Company that allows both
private individuals and businesses to accept payments over the Internet. Ben
Silbermann is an American Internet entrepreneur who is the co-founder and CEO
of ‘Pinterest’, a virtual pin board which lets users organize images, links,
recipes, and other things.
In this lecture,
they continue to present the benefits of construction and sustaining a culture
within a company. Therefore, the founders talk about the methods and programs
they applied in order to build and evolve the culture they needed to preserve
and the features they wanted to view while hiring their employees. There were
several questions which were answered by the speakers. What are the essential
parts of culture you found important when building your company?
- · Who are we hiring and what do they value?
- · What do we want to be doing every day and why are we doing it?
- · How are we choosing to communicate?
- · What are we choosing to celebrate?
When you are arranged and informed with the mission of the
company and everyone believes in the company's success it encourages one
another work productively together and absolves difficulties. Therefore, a
culture is the strands you want to maintain. Next question was about what the
traits you looking for to maintain the culture of the company when hiring your
initial employees. First of all, you should look for people who are talented
and that you want to work with. Then, you should look for people like yourself.
It would be great to find someone who is curious and creative. Moreover, they
need the drive to want risk anything to build something great. Consequently,
the first ten hires might have a huge impact and consequence on what the
company's culture will be. In order not to fail this step you should know what
traits your employee should have. Moreover, to make sure that the new hire has
the culture characteristics you want to maintain do not just hire someone based
on what is written on a resume. Work with them for a week before committing to
hiring. Another thing that would be
helpful to find new recruits, in this case, is to call references, ask
questions, and trust people who are undervalued. Find someone who excited about
goals and does anything to execute them. Moreover, is responsible and attentive
to deadlines. It would be excellent to obtain someone who is also honest, cares
a great opportunity for the company, and is strong-minded to complete things.
After this was a question how to maintain the company's culture for a
long-term. Culture naturally starts once you begin working together. However,
it is also important to look at performance and validate one another in a team.
Sometimes you might be attentive that employees are reminding one another of
short term and long term goals of the company. During the process, you will see
if the employees maintain the culture of a company or not. The last question
was about how focused your processes to maintain the company's culture. First
thing founders attempt to do is the company or team over time. They present a
startup as a union of little-detailed startups. The main aim is that each team
manages the resources to get things done properly. In this way, they do
optimization and effective work as they remove barriers that not working.
Therefore, all the points: questions and answers mentioned above give a clear
example that culture within a company has an essential role and is somehow key
to success.
Comments
Post a Comment