By: Arlen Meyers
Every entrepreneur who has succeeded or failed (is there a difference?) has advice about how to get the right people on the bus. What questions should you ask at the interview? What character traits should you seek and how do you do that? How much is science and how much is just going with your gut and whether you click?
What Google found was that interview scores had no correlation with performance, of those who got hired.
Likewise, advisors or potential employees want to find the right fit as well. The rules are somewhat different when it comes to the board of directors, the management team, employees, consultants and advisors.
Maybe flipping a coin or a job lottery would save a bunch of time and money and get the same results.
I’ve been on both sides of the table so allow me share my two cents on how to staff your startup:
> Hope for the best and expect to fire fast. Give yourself lots of wiggle room.
> Don’t hire hood ornaments (doctors with fancy credentials that you parade on your website and pitch deck) unless you simply need one for credibility and really don’t expect them to do much more.
> Clarify expectations, timelines and benchmarks
> Rent advisors, don’t buy them
> Barter, don’t rent, if possible
> Expect most people to put a hand up, not show up
Read more >> https://www.innovationexcellence.com/blog/2019/06/28/how-to-staff-your-startup-team/
