Happy Mother's Day from the Switch Team!
Some exciting news from us, we’re one of the first partners in the WeWork services store! Like us, WeWork is committed to building a community that empowers their members with the tools they need to successfully run their business. We’re honored and excited to be one of the 100+ best-in-class service providers in the store, joined by Slack, Lyft, Zendesk and many others.
Most importantly, we’re looking forward to helping WeWork members find the talent they need to create new, innovative and exciting companies. A company is only as great as it’s team and we think the Switch community is full of some pretty great talent.
Are you a WeWork Member? Learn more about our deals for you in the WeWork Store.
Not a WeWork Member, but interested in hiring some great talent for your team?
If you’re one of the 75% of employers that say they simply cannot find someone with the right skill set, than most likely frustration is a familiar feeling. Have you ever wondered if hiring can be automated? Or, even parts of the hiring process?
We were pretty curious to find out, so we took a look into how AI, automation, data-mining, bots and more can help with talent acquisition. We partnered with Uncubed, to bring some fresh, new insights straight to you!
At Switch, we’re always working to make the job search and hiring process easier, faster and smarter. That’s why we’re excited to let you know about our latest product: the Switch Chrome Extension. Read the news, select your fantasy leagues or online shop, anytime a website you visit has a job opportunity for you, the Switch Chrome Extension will light up. Click the Chrome Extension logo to view the jobs which are relevant to you!
How does the Switch Chrome Extension work?
Anytime you’re on the internet, Switch works in the background to scan available job opportunities that are a match for you on any website you are visiting. Our super smart tech identifies opportunities that are match based on your Switch profile. When we find an opportunity for you, the chrome extension will light up. Then, you can apply directly from the chrome extension - that easy!
Say goodbye to the deep-dive into company careers sections and reading through unlimited job descriptions - the Switch Chrome Extension does the work for you. You don’t even need to be looking for a job, just continue surfing the web!
Get the Switch Chrome Extension to let us help you find a job, without even thinking about it.
Hiring the right people at a startup is one of the most important factors of a company’s success, right after “is the idea actually new and innovative?” A startup has to be lean and mean; every single person and position is critical to success. That’s why it’s just as crucial to know when to hire, as it is to fire or spend the time mentoring.
Unfortunately, the nature of growing a new company means that sometimes the strongest employees hired at the beginning stages are not the right fit as the company evolves. There comes a time for every founder and CEO where they will need to consider hiring, firing, or mentoring and often these are all the same team members.
When to Hire
If you’re a founder or CEO, you most likely feel equally passionate and responsible for the company you are building. You probably also feel like you want to be involved in every aspect of the business, but unfortunately being human means you also have human limits — you need a team. To determine when to hire, the first step is to accurately audit your current employees, including yourself. Is there a certain obvious area where you are not meeting determined goals? Perhaps hire an outside consultant to take a fresh look at answering this question.
I found that my focus is overseeing the product. While I’d like to do everything, focusing on the product means that areas like sales and marketing are ones I identified where I needed to hire strong team members. Determine what specifically within these job functions is needed; do you need a marketer who is an expert in SEO, or someone who specializes in branding? Most likely, you’ll need someone who is a jack-of-all-trades. Again, determining your needs is done by taking a good long look at the strengths and weaknesses of the employees you currently have, while mapping to long and short-term goals.
Hiring a person for a startup has additional challenges to a large company. Make sure employees understand the unique challenges and dynamics of working in a startup. The nature of the work is completely different to an established company. Work is 24/7 and things happen fast. You need a team that can not only respond, but are productive in this environment.
When to Fire
It may sound harsh, but a key learning of mine is: don’t wait too long to fire someone. When you’re building a startup and dealing with a small number of employees, it’s crucial that every person is dedicated to the growth of the company. Act quickly to get rid of team members who are not performing or a bad fit. The three main reasons to fire someone are non-competence or lack of interest, a personality or culture misfit, and ethical issues or dishonesty.
Other key indicators that it’s time to fire someone are that an employee is not meeting deadlines and poor at task management. If you find yourself consistently assigning this employee unimportant or secondary tasks because you can’t trust they’ll get things done, then it might be time to let them go. Lastly, if you have an employee who spends more time arguing about how they can’t do something than finding solutions or getting things done, they may not be a fit.
Quite frankly, a startup is not the right fit for everyone. It’s equally fast moving and high pressure.
When to Mentor
Saying goodbye to employees is not always the right route. There are times when you need to examine management styles, communication, and if you have set-up employees for success. If there are issues when there are 10 employees, the same issues will still be there at 100 employees, only magnified.
If you’ve really thought about your hiring process and you know you’ve brought on a great team member who is still self-motivated, driven, and excited, but for some reason, they are not meeting goals, it’s a key indicator that it’s time for mentorship. Most of the time, I’ve found that there is a miscommunication between goals that need to be met and what the employee is working toward. The team member may also feel that the goals being set are unrealistic or they do not have enough support. Having an open conversation with an employee can determine the best way to mentor and support in order to ensure they can excel at their job.
Building, maintaining, and growing the right team is crucial for startup success. Undoubtedly, there will come a time where you will have to say goodbye to some of your team members. The startup environment might not be a fit for everyone, so it’s critical for the company’s success to make sure the team as a whole works together and act swiftly to either hire, fire, or mentor.
This article originally appeared on ERE.com
Nervous is one word to describe how companies and job seekers are feeling about the April 2017 H1-B lottery. The H1-B and other work visas for knowledge workers or people with exceptional abilities as the law defines it have been attainable at all levels for U.S. companies, permitting companies to take advantage of a global talent pool and allowing companies from overseas to open U.S. offices or relocate their headquarters to build and expand their operations.
The bottom line is, the current H-1B program allows companies to make hiring and growth decisions based on the ability to build the right team with the right people with limited restrictions. However, there is a predicted plan to decrease the number of H-1B visas granted. Furthermore, this will also more than double the salary minimum. This means the talent who are awarded visas will be limited to those who are very highly-skilled and in the top pay bracket. Here is what that will mean for recruiters.
An increase of offshoring as companies hire expensive top talent from abroad.
A decreased amount of guaranteed H1-B visas means that businesses will put resources behind visas for the same candidates. Those in the top talent, high salary, and top experience brackets. Furthermore, the value of these candidates will inflate since there will be so few of them. As a result, Candidates will then have the upper hand in salary and terms negotiation. Companies will be competing at an entirely new level to bring on these employees. Furthermore, to account for bringing on these in-demand candidates, companies will look to save money in other areas. One way will include increasing the use of offshore subcontractors for smaller startups and setting up larger offshore development offices for large enterprises.
Decreased quality level of junior staff; companies will invest more in learning and development.
An increased amount of resources dedicated to bringing on top talent means fewer resources available for hiring junior staff. Small businesses, will not be able to offer the same competitive salary and benefits for junior staff. As a result, companies will be forced to either bring on less experienced junior staff at a lower salary or combine roles. For example, instead of hiring two experienced sales team members at a competitive salary, companies will invest less in one more experienced salesperson. (Recruiters love that.)
Top talent will have the upper hand. Large companies will dominate the US and startups will look to go abroad.
The top talent from overseas will go to large companies in the U.S., who can afford to offer more competitive compensation. As a result, startups and smaller companies who cannot compete may change their operations to countries outside of the U.S. This can have a direct impact on the number of jobs created in the US. According to the national foundation for American policy, more than 50% of the U.S. unicorns have at least one immigrant founder and have created roughly 760 U.S. jobs each.
There is no doubt that a decrease in H1-B Visas will affect hiring. Overall, the proposed changes to H1-B gives more power to top talent, regardless of location. Candidates in-demand will be the ones who receive visas, and the level of junior talent will decrease for companies. We could see companies investing more in training and development for employees. That could mean less reliance on H1-B candidates which could beneficially grow junior and entry-level talent. However, that will only work if companies do not opt to offshore those jobs.
*This post originally appeared on RecruitingTools.com