Midterm II Study Guide

Midterm II Study Guide - Midterm II Study Guide...

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Midterm II Study Guide Spring, 2008 Kawasaki book: Chapter 6 Know the three factors the author thinks you should focus on for recruiting 1. Can the candidate do what you need? 2. Does the candidate believe in the meaning you’re going to make? 3. Does the candidate have the strength you need (as opposed to lacking the weaknesses you’re trying to avoid) How does the author suggest you can avoid hiring the wrong people? Pg. 101-103 1. Don’t confuse correlation and causation a. A candidate may have worked at an org. when it achieved cusses; this doesn’t mean he contributed to the success. 2. Don’t confuse big-organization skills with new-organization skills a. Success in a big org. doesn’t guarantee success in a startup. 3. Dramatize your expectations a. Make it crystal clear that working in a startup is different from what they might be used to in their previous org. 4. Read the tea leaves when checking references a. Because the laws in the US prevent providing job references that may damage a candidate’s ability to get a job, whenever you don’t get a reference that superlative, you are in effect getting a negative one. 5. Trust the richest vein a. Your current employees are the richest resource for finding great people and for preventing a bozo explosion at your org. Know what the author means by “infected” people pg. 103 Must believe that your org can change the world. They must be infected with enthusiasm for what you do. Know which factors he thinks can be ignored in hiring pg. 104-5 1. Experience in a big, successful organization 2. Experience in a failed organization 3. Educational background 4. Experience in the same industry 5. Experience in the same function 6. Functional weakness Know what he sees as recruiting tools beyond salary, equity, and fringe benefits pg. 106- 107 1. Your Vision 2. Your Team 3. Your Board of Directors, Advisors, and Investors 4. Resume Building Potential Know how to balance undue influence from intuition pg. 110-111 1. Prepare a structure for the interview beforehand 2. Ask questions about specific job situations
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3. Stick to the script 4. Don’t overdo open-ended, touchy-feely questions 5. Take copious notes 6. Check references early Know how to check references pg. 114-115 In order to paint a complete picture of a candidate, you should speak to at least 2 subordinates, 2 peers, 2 superiors, and 2 customers. Investors and board members are also interesting references. Also get unsolicited references. Cold call the company and ask to speak to someone that knows the person. Chapter 7
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This note was uploaded on 04/23/2008 for the course MRKT 476 taught by Professor Florsheim during the Spring '08 term at Loyola Marymount.

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Midterm II Study Guide - Midterm II Study Guide...

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