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6 Ways To Help Attract A Founding Team, Pre-Revenue

Meghan M. Biro

So, let’s say you have a great idea. Maybe it’s been your side project, or maybe you’re 100 percent committed to making this idea a business. In the pre-revenue phase you’re now in, you need to focus on how to attract the best founding team. And you need to understand that your road ahead is not going to be easy, because a founding team in an early-stage startup generally has little or no revenue, and a whole lot of potential problems.

At the same time, you probably already know that finding good technical talent versus business talent is critical, and that even if you find willing co-founders, unless you’ve worked with them in a prior role, it will be impossible to be sure what kind of fit they’ll be.

So, what can you do to attract, and test, good co-founders? Here are six tips.

1. Craft your vision, and keep it simple

Startup founders often struggle to describe exactly what they do. Some of this is natural: In the early stages, you have likely identified a problem and an idea about how to solve it. But there is still plenty of ambiguity, and a lot to iron out before your business becomes viable.

Before you look for co-founders, then, you need a clear vision of what your company does, what problems your idea solves, and who your target audience is for that solution. Just as not everyone can be your customer, not everyone can be your co-founder . . . and you need a clear value proposition that works for both groups.

2. Think a little about the future

Even though you’re in a pre-revenue stage, when it comes to attracting potential co-founders, you must lay out your basic business structure. Although nothing is set in stone at this stage, have an idea about the size you want to build your company to, how you want to fund it, and what level of commitment you want from your co-founder(s) in the short and long term.

Once you have a clear vision and the basic framework for your expectations of your co-founder(s), it’s time to develop relationships — and to recognize that it’s now all about the people on your team and the culture you create.

3. Treat referrals as the best way to find a good match

Strong ties are often more important than raw talent. In fact, when you start searching for that perfect co-founder, your first strategy should be to share your vision with your existing networks.

Tell them why you are building, what you are building, and what is important to you in a co-founder. You may not get an interested party immediately, but putting your intention out there means that people in your network will start to think about matching you with the perfect candidate.

4. Find or create an open source project or community

Creativity and ideas tend to flourish within the context of peers operating in a space where creativity and smart thinking abound. Find your peers in the community in which you work. This may mean spending time in a co-working space, a regular meet-up group, or even an online forum. Like minds flourish together, and when you find people who like and are inspired by similar things, your co-founder candidates are more likely to fit your vision.

Networking and co-working can also lead you to people who might be able to make a cold introduction to a potential co-founder. Expect that it will take time to develop meaningful relationships, but this kind of introduction may be the path to a perfect fit.

5. Create and consistently maintain a blog or microblog

Once referrals and interested potential co-founders turn up, they will begin to check you out; they’ll be evaluating you just as you are evaluating them.

The single most important signal you can provide to attract these prospective candidates is to consistently share your learnings and professional development. A blog attached to your website is a great tool to market your idea, your vision, and your attractiveness to a potential co-founder. Your channel for sharing might also be a series of YouTube videos, a presence on Twitter, or even a public online forum. Sharing how you think and operate and how you identify and solve problems is a key component for attracting the talent you need. Do these things on a regular basis.

6. Date first, then plan the wedding (a.k.a. the business partnership)

These tips lead to the most important ingredient: finding a way to test the relationship. As Steve Blank, author of The Four Steps to the Epiphany, one of the founding books of the lean startup movement, has said that co-founders should seek to “date first” in order to see if the potential relationship is a good one.

Founders who’ve been through the process a couple of times often say that little of a startup’s success depends on raw talent, while a lot depends on how well and quickly people work together. Skills like empathy, problem-solving, and reactions to pressure under fire matter. Testing out these skills in a real-world situation can help you assess if the co-founder relationship you’ve found is a good one.

Best practices to boost your business: An Intrepreneur’s Best Friend—And Why It Should Be Yours Too.

A version of this post was first published on Entrepreneur on 11/13/15.

The post 6 Ways to Help Attract a Founding Team, Pre-Revenue appeared first on TalentCulture.

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What Gen Z’s Arrival In The Workforce Means For Recruiters

Meghan M. Biro

Generation Z’s arrival in the workforce means some changes are on the horizon for recruiters. This cohort, born roughly from the mid-90s to approximately 2010, will be entering the workforce in four Hiring Generation Z words in 3d letters on an organization chart to illustrate finding young employees for your company or businessshort years, and you can bet recruiters and employers are already paying close attention to them.

This past fall, the first group of Gen Z youth began entering university. As Boomers continue to work well past traditional retirement age, four or five years from now, we’ll have an American workplace comprised of five generations.

Marketers and researchers have been obsessed with Millennials for over a decade; they are the most studied generation in history, and at 80 million strong they are an economic force to be reckoned with. HR pros have also been focused on all things related to attracting, motivating, mentoring, and retaining Millennials and now, once Gen Z is part of the workforce, recruiters will have to shift gears and also learn to work with this new, lesser-known generation. What are the important points they’ll need to know?

Northeastern University led the way with an extensive survey on Gen Z in late 2014 that included 16- through 19-year-olds and shed some light on key traits. Here are a few points from that study that recruiters should pay special attention to:

  • In general, the Generation Z cohort tends to be comprised of self-starters who have a strong desire to be autonomous. 63% of them report that they want colleges to teach them about being an entrepreneur.
  • 42% expect to be self-employed later in life, and this percentage was higher among minorities.
  • Despite the high cost of higher education, 81% of Generation Z members surveyed believe going to college is extremely important.
  • Generation Z has a lot of anxiety around debt, not only student loan debt, and they report they are very interested in being well-educated about finances.
  • Interpersonal interaction is highly important to Gen Z; just as Millennials before them, communicating via technology, including social media, is far less valuable to them than face-to-face communication.

Of course Gen Z is still very young, and their opinions as they relate to future employment may well change. For example, reality is that only 6.6% of the American workforce is self-employed, making it likely that only a small percentage of those expecting to be self-employed will be as well. The future in that respect is uncertain, and this group has a lot of learning to do and experiences yet ahead of them. However, when it comes to recruiting them, here are some things that might be helpful.

Generation Z is constantly connected

Like Millennials, Gen Z is a cohort of digital natives; they have had technology and the many forms of communication that affords since birth. They are used to instant access to information and, like their older Gen Y counterparts, they are continually processing information. Like Millennials, they prefer to solve their own problems, and will turn to YouTube or other video platforms for tutorials and to troubleshoot before asking for help. They also place great value on the reviews of their peers.

For recruiters, that means being ready to communicate on a wide variety of platforms on a continual basis. In order to recruit the top talent, you will have to be as connected as they are. You’ll need to keep up with their preferred networks, which will likely always be changing, and you’ll need to be transparent about what you want, as this generation is just as skeptical of marketing as the previous one.

Flexible schedules will continue to grow in importance

With the growth of part-time and contract workers, Gen Z will more than likely assume the same attitude their Millennial predecessors did when it comes to career expectations; they will not expect to remain with the same company for more than a few years. Flexible schedules will be a big part of their world as they move farther away from the traditional 9-to-5 job structure as work becomes more about life and less about work, and they’ll likely take on a variety of part time roles.

This preference for flexible work schedules means that business will happen outside of traditional work hours, and recruiters’ own work hours will, therefore, have to be just as flexible as their Gen Z targets’ schedule are. Companies will also have to examine what are in many cases decades old policies on acceptable work hours and business norms as they seek to not only attract, but to hire and retain this workforce with wholly different preferences than the ones that came before them. In many instances this is already happening, but I believe we will see this continue to evolve in the coming years.

Echoing the silent generation

Unlike Millennials, Gen Z came of age during difficult economic times; older Millennials were raised in the boom years. As Alex Williams points out in his recent New York Times piece, there’s an argument to be made that Generation Z is similar in attitude to the Silent Generation, growing up in a time of recession means they are more pragmatic and skeptical than their slightly older peers.

So how will this impact their behavior and desires as job candidates? Most of them are the product of Gen X parents, and stability will likely be very important to them. They may be both hard-working and fiscally savvy.

Sparks & Honey, in their much quoted slideshare on Gen Z, puts the number of high-schooler students who felt pressured by their parents to get jobs at 55 percent. Income and earning your keep are likely to be a big motivation for GenZ. Due to the recession, they also share the experience of living in multi-generational households, which may help considerably as they navigate a workplace comprised of several generations.

We don’t have all the answers

With its youngest members not yet in double digits, Gen Z is still maturing. There is obviously still a lot that we don’t know. This generation may have the opposite experience from the Millennials before them, where the older members experienced the booming economy, with some even getting a career foothold, before the collapse in 2008. Gen Z’s younger members may get to see a resurgent economy as they make their way out of college. Those younger members are still forming their personalities and views of the world; we would be presumptuous to think we have all of the answers already.

Generational analysis is part research, but also part theory testing. What we do know is that this second generation of digital natives, with its adaption of technology and comfort with the fast-paced changing world, will leave its mark on the American workforce as it makes its way in. As a result, everything about HR will change, in a big way. I wrote a post for my Forbes column recently where I said, “To recruit in this environment is like being part wizard, part astronaut, part diplomat, part guidance counselor,” and that’s very true.

As someone who loves change, I believe there has never been a more exciting time to be immersed in both the HR and the technology space. How do you feel about what’s on the horizon as it relates to the future of work and the impending arrival of Generation Z? I’d love to hear your thoughts.

Social tools are playing an increasingly important role in the workplace, especially for younger workers. Learn more: Adopting Social Software For Workforce Collaboration [Video].

The post What Gen Z’s Arrival In The Workforce Means For Recruiters appeared first on TalentCulture.

Image: Bigstock

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How The Digital Economy Is Defining An Entire Generation

Julia Caruso

millennial businesswomen using digital technology at work“Innovation distinguishes between a leader and a follower.” – Steve Jobs

As a part of the last wave of Millennials joining the workforce, I have been inspired by Jobs’ definition of innovation. For years, Millennials like me have been told that we need to be faster, better, and smarter than our peers. With this thought in mind and the endless possibilities of the Internet, it’s easy to see that the digital economy is here, and it is defining my generation.

Lately we’ve all read articles proclaiming that “the digital economy and the economy are becoming one in the same. The lines are being blurred.” While this may be true, Millennials do not see this distinction. To us, it’s just the economy. Everything we do happens in the abstract digital economy – we shop digitally, get our news digitally, communicate digitally, and we take pictures digitally. In fact, the things that we don’t do digitally are few and far between.

Millennial disruption: How to get our attention in the digital economy

In this fast-moving, highly technical era, innovation and technology are ubiquitous, forcing companies to deliver immediate value to consumers. This principle is ingrained in us – it’s stark reality. One day, a brand is a world leader, promising incredible change. Then just a few weeks later, it disappears. Millennials view leaders of the emerging (digital) economy as scrappy, agile, and comfortable making decisions that disrupt the norm, and that may or may not pan out.

What does it take to earn the attention of Millennials? Here are three things you should consider:

1. Millennials appreciate innovations that reinvent product delivery and service to make life better and simpler.

Uber, Vimeo, ASOS, and Apple are some of the most successful disruptors in the current digital economy. Why? They took an already mature market and used technology to make valuable connections with their Millennial customers. These companies did not invent a new product – they reinvented the way business is done within the economy. They knew what their consumers wanted before they realized it.

Millennials thrive on these companies. In fact, we seek them out and expect them to create rapid, digital changes to our daily lives. We want to use the products they developed. We adapt quickly to the changes powered by their new ideas or technologies. With that being said, it’s not astonishing that Millennials feel the need to connect regularly and digitally.

2. It’s not technology that captures us – it’s the simplicity that technology enables.

Recently, McKinsey & Company revealed that “CEOs expect 15%–50% of their companies’ future earnings to come from disruptive technology.” Considering this statistic, it may come as a surprise to these executives that buzzwords – including cloud, diversity, innovation, the Internet of Things, and future of work – does not resonate with us. Sure, we were raised on these terms, but it’s such a part of our culture that we do not think about it. We expect companies to deeply embed this technology now.

What we really crave is technology-enabled simplicity in every aspect of our lives. If something is too complicated to navigate, most of us stop using the product. And why not? It does not add value if we cannot use it immediately.

Many experts claim that this is unique to Millennials, but it truly isn’t. It might just be more obvious and prevalent with us. Some might translate our never-ending desire for simplicity into laziness. Yet striving to make daily activities simpler with the use of technology has been seen throughout history. Millennials just happen to be the first generation to be completely reliant on technology, simplicity, and digitally powered “personal” connections.

3. Millennials keep an eye on where and how the next technology revolution will begin.

Within the next few years Millennials will be the largest generation in the workforce. As a result, the onslaught of coverage on the evolution of technology will most likely be phased out. While the history of technology is significant for our predecessors, this not an overly important story for Millennials because we have not seen the technology evolution ourselves. For us, the digital revolution is a fact of life.

Companies like SAP, Amazon, and Apple did not invent the wheel. Rather, they were able to create a new digital future. For a company to be successful, senior leaders must demonstrate a talent for R&D genius as well as fortune-telling. They need to develop easy-to-use, brilliantly designed products, market them effectively to the masses, and maintain their product elite. It’s not easy, but the companies that upend an entire industry are successfully balancing these tasks.

Disruption can happen anywhere and at any time. Get ready!

Across every industry, big players are threatened — not only by well-known competitors, but by small teams sitting in a garage drafting new ideas that could turn the market upside down. In reality, anyone, anywhere, at any time can cause disruption and bring an idea to life.

Take my employer SAP, for example. With the creation of SAP S/4HANA, we are disrupting the tech market as we help our customers engage in digital transformation. By removing data warehousing and enabling real-time operations, companies are reimagining their future. Organizations such as La Trobe University, the NFL, and Adidas have made it easy to understand and conceptualize the effects using data in real time. But only time will tell whether Millennials will ever realize how much disruption was needed to get where we are today.

Find out how SAP Services & Support you can minimize the impact of disruption and maximize the success of your business. Read SAP S/4HANA customer success stories, visit the SAP Services HUB, or visit the customer testimonial page on SAP.com.

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About Julia Caruso

Julia Caruso is a Global Audience Marketing Specialist at SAP. She is responsible for developing strategic digital media plans and working with senior executives to create high level content for SAP S/4HANA and SAP Activate.

How Much Will Digital Cannibalization Eat into Your Business?

Fawn Fitter

Former Cisco CEO John Chambers predicts that 40% of companies will crumble when they fail to complete a successful digital transformation.

These legacy companies may be trying to keep up with insurgent companies that are introducing disruptive technologies, but they’re being held back by the ease of doing business the way they always have – or by how vehemently their customers object to change.

Most organizations today know that they have to embrace innovation. The question is whether they can put a digital business model in place without damaging their existing business so badly that they don’t survive the transition. We gathered a panel of experts to discuss the fine line between disruption and destruction.

SAP_Disruption_QA_images2400x1600_3

qa_qIn 2011, when Netflix hiked prices and tried to split its streaming and DVD-bymail services, it lost 3.25% of its customer base and 75% of its market capitalization.²︐³ What can we learn from that?

Scott Anthony: That debacle shows that sometimes you can get ahead of your customers. The key is to manage things at the pace of the market, not at your internal speed. You need to know what your customers are looking for and what they’re willing to tolerate. Sometimes companies forget what their customers want and care about, and they try to push things on them before they’re ready.

R. “Ray” Wang: You need to be able to split your traditional business and your growth business so that you can focus on big shifts instead of moving the needle 2%. Netflix was responding to its customers – by deciding not to define its brand too narrowly.

qa_qDoes disruption always involve cannibalizing your own business?

Wang: You can’t design new experiences in existing systems. But you have to make sure you manage the revenue stream on the way down in the old business model while managing the growth of the new one.

Merijn Helle: Traditional brick-and-mortar stores are putting a lot of capital into digital initiatives that aren’t paying enough back yet in the form of online sales, and they’re cannibalizing their profits so they can deliver a single authentic experience. Customers don’t see channels, they see brands; and they want to interact with brands seamlessly in real time, regardless of channel or format.

Lars Bastian: In manufacturing, new technologies aren’t about disrupting your business model as much as they are about expanding it. Think about predictive maintenance, the ability to warn customers when the product they’ve purchased will need service. You’re not going to lose customers by introducing new processes. You have to add these digitized services to remain competitive.

qa_qIs cannibalizing your own business better or worse than losing market share to a more innovative competitor?

Michael Liebhold: You have to create that digital business and mandate it to grow. If you cannibalize the existing business, that’s just the price you have to pay.

Wang: Companies that cannibalize their own businesses are the ones that survive. If you don’t do it, someone else will. What we’re really talking about is “Why do you exist? Why does anyone want to buy from you?”

Anthony: I’m not sure that’s the right question. The fundamental question is what you’re using disruption to do. How do you use it to strengthen what you’re doing today, and what new things does it enable? I think you can get so consumed with all the changes that reconfigure what you’re doing today that you do only that. And if you do only that, your business becomes smaller, less significant, and less interesting.

qa_qSo how should companies think about smart disruption?

Anthony: Leaders have to reconfigure today and imagine tomorrow at the same time. It’s not either/or. Every disruptive threat has an equal, if not greater, opportunity. When disruption strikes, it’s a mistake only to feel the threat to your legacy business. It’s an opportunity to expand into a different marke.

SAP_Disruption_QA_images2400x1600_4Liebhold: It starts at the top. You can’t ask a CEO for an eight-figure budget to upgrade a cloud analytics system if the C-suite doesn’t understand the power of integrating data from across all the legacy systems. So the first task is to educate the senior team so it can approve the budgets.

Scott Underwood: Some of the most interesting questions are internal organizational questions, keeping people from feeling that their livelihoods are in danger or introducing ways to keep them engaged.

Leon Segal: Absolutely. If you want to enter a new market or introduce a new product, there’s a whole chain of stakeholders – including your own employees and the distribution chain. Their experiences are also new. Once you start looking for things that affect their experience, you can’t help doing it. You walk around the office and say, “That doesn’t look right, they don’t look happy. Maybe we should change that around.”

Fawn Fitter is a freelance writer specializing in business and technology. 

To learn more about how to disrupt your business without destroying it, read the in-depth report Digital Disruption: When to Cook the Golden Goose.

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Internet Of Things: Where Is All The Data Going?

Tim Clark

The Internet of Things (IoT) is no longer happening in a galaxy far, far away. It’s happening right here, right now. It may be in your pocket, on your wrist, in your clothes – heck, it might even be helping you drive your car.

In fact, IoT is moving so fast, we’re actually on the third wave, according to a panel of experts who weighed in on the topic during a recent episode of Internet of Things with Game-Changers, presented by SAP.

However, a nagging questions arises when it comes to this third IoT wave: What’s going to happen to all the data that’s being collected?

Coping with IoT reality

Gray Scott, futurist and founder/CEO of seriouswonder.com believes serious questions remain around IoT data collection because technology is moving faster than we can cope with.

“The main thing I’m concerned with right now, is getting people to understand that the Internet of Things is already in their lives,” said Scott. “So if you look around your house, either your television, refrigerator, or some of your appliances – they are probably already connected.”

And because IoT is now permeating our everyday lives, it must provide tangible results to consumers and businesses, according to JR Fuller of HP Enterprises.

“It can’t just take our data and subject us to additional advertising, which is one of the ways that it pays for itself,” said Fuller. “It has to provide something to us. It has to provide convenience.”

Evangelizing IoT convenience

The conveniences of IoT, such as a refrigerator that breaks down and automatically alerts the manufacturer to send a repairman, needs to be evangelized during this critical time, said Ira Berk, Vice President of Digital Transformation Solutions, SAP. Making proper use of the massive amounts of data IoT generates also plays a critical role in evangelizing its benefits.

“Think about what happens when you start to mix and match different sources of information,” said Berk. “You start to understand the data behind the world around you. In your house, car, environment, earth, public transportation, smart cities and factories. What questions can you ask that you wouldn’t even imagine being able to ask before, because you can start to synthesize the information?”

Gray Scott believes synthesizing different data sources “is a continuum of everything,” a great example being traffic in urban areas. Apps like Waze and Google Maps help drivers circumvent traffic.

“It’s a physical thing that can grab a hold of data and literally rearrange our lives by changing the direction you take your car in,” said Scott. “This continuum is going to keep building on itself as we move forward into the future.”

Living in a post-privacy world

While the general populace may not want to admit it, we are living in a post-privacy world. Anything put online is made public and everything that can be hacked, will. The question is what do we do with all of that data? Can we rise to a higher state of humanity and not just use data for advertising purposes, but to make our lives more convenient?

“I think we don’t mind giving up some of our personal information if it benefits us,” said JR Fuller. “It makes for a very interesting time, especially companies that can add value to bridge the gap and help enterprises achieve the benefit that we know are possible with IoT.”

Internet of Things with Game-Changers, presented by SAP, is hosted by Bonnie D. Graham. Listen to this broadcast in its entirety here.

This story originally appeared on SAP Business Trends.

Top image: Shutterstock

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About Tim Clark

Tim Clark is the Head of Brand Journalism at SAP. He is responsible for evangelizing and implementing writing best practices that generate results across blog channels, integrated marketing plans and native advertising efforts.