Partially, that's due to academia being its own, insular world, where rules apply differently than in the business world. A university in Arizona would not even accept donations to be listed because we were a staffing agency. Another university's career center got in a lot of trouble when the woman asked for $500 for us to be listed, but there was no cost for any other firm.
I knew something was wrong when she emailed me right away with a "First-Ever Best Career Center Intern Award" in which she would give cash to the student who did the best job of convincing her that they were the best intern and should get the money.
Then, there was my alma mater, who took a donation, only to tell me that the woman who swiped my credit card was no longer there and she didn't have authorization.
In the end, I ended up with only 30 or so links after literally days' worth of cold-calling hours. Even so, it was a higher number than my competition had. Right now, SEO is what fuels my business. We get around hundreds of visits a day and our advertising budget is a mere pittance compared to what most ad and marketing agencies quote.
This means that our firm does not need to attend trade shows and is not reliant on one particular customer to maintain a steady stream of revenue and fuel growth.
Recruiting the Right Employees From an Apartment
I started my business from a studio apartment on Manhattan's Upper West Side, and continued to grow it when my wife and I moved to a larger place on the East Side. But a Manhattan apartment with the attendant space restrictions it still very much was.
I decided to prioritize growing our online presence and business base, as described above, rather than investing in office space before it made logistical sense. But I was quickly busy enough that I couldn't run the business on my own, and that meant bringing on employees.
Recruiting employees to work out of your apartment is very difficult. This is especially true when they are of the opposite sex. I knew that remote employees would not work, as they have a significantly higher turnover rate than in-house employees.
Also, I wanted to hire entry-level people, and too much autonomy leads to failure at that experience level. I wanted them trained by me and not another recruiting firm, therefore we would have to teach them the business.
When I set out to get new full-time people, I already had our Managing Director, Alison, on board so it was a little easier, but many applicants would not consider working out of an apartment.
They would get very skeptical as to the legitimacy of the company. Most would not show up to the interview.
The only way to accomplish recruiting the right people was to increase the salary for the position to roughly 25% over market. It was worth it, as we found one great employee who would help us find the 4th member of the team.
We also assured our employees that we would get an office, a promise that we kept and signed a lease after a few months of the new team members being on board.
Recruiting, even if you have the tools, is a very difficult thing for a start-up. However, the hurdles I cleared can apply to many industries, not just staffing or consultancy services. Work hard, plan smart, and hire right. Aren't those the basics to any start-up's success? The trick is getting them right the first time, or if not, to try, try again.
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