Zitat des Tages von Kathryn Minshew:
For me, I spent months on job boards in 2010 and was frustrated by the experience. It's antiquated and clunky, and there was nothing about a particular job posting that helped me favor one company over another. You literally get a list of 5,000 jobs that look the same.
It's all too easy to forget that cultural fit is a two-way street. Yes, the candidate needs to gel well with your company's vibe and mission. But, you also need to fit in with her desires, goals, and long-term career vision. It's not a one-sided relationship.
For almost the first year of The Muse's life, I would do 5 to 8 networking events a week. And I don't necessarily think that's the right path for everyone, but I realized that as an entrepreneur, one of my strengths was finding the right people who could help us. I didn't come into startups with any network.
Keeping a 'CEO blog' or 'founder's blog' can be a great platform for engaging your users in a nontraditional way, reaching people outside of your product pitch and building rapport without selling them anything except a belief in your ideas.
The first time you meet someone, they're a new acquaintance, the second time you have a bit of an understanding, and the third time you meet them, you're old hats.
Launching a start-up, you need to get a lot done quickly. Every day is different. Everyone pitches in with everything. It's easy for the founding team to say, 'We're flexible. We all help out with everything!' But when it comes to making decisions - that flexibility can spell inefficiency and disaster.
Work is personal in the same way that finding a friend or partner is personal.
Know your career values: Not your parents' values, not your friends', but what you personally value in work. For me, it's things like moving quickly and scrappily, ownership and authority over my work, and flexibility.
Understanding your employee's perspective can go a long way towards increasing productivity and happiness.
Employees don't need to be best friends, but there does need to be a level of mutual respect and understanding.
I didn't even know that there was a startup culture, that there were events with people who built businesses. When I started meeting those people and going in to that world, I felt like I was among my people for the first time in my life.
So many of my rookie mistakes could have been avoided by first-hand exposure to other, more experienced technology entrepreneurs.
Ultimately, I think it takes a certain grit and determination to constantly re-prove to people that you're just as dedicated, just as determined, and just as capable as the entrepreneurs around you who may better fit the physical pattern - but on the flipside, women who succeed often become razor sharp through the process.
When The Daily Muse initially wanted to launch a job board, our first ideas were insanely (and needlessly) complex. We wanted to integrate with social networks, gather rich personal data to build predictive algorithms, and put together numerous cool visualization tools before launching out to the world. We were just sure users would love it!
It's not just hours and pay that are important anymore. People want to know what the company is like, what the culture is.
Something I've learned is that when people tell me I can't do something, I immediately wonder why and then think it through. It only makes me more motivated to prove them wrong.
Employers are looking for individuals who can tell a story about what they bring to a particular company, and people with an understanding of that have a much better chance of getting to where they want to go.
There were so many lessons I learned the hard way: missing out on a raise because I didn't know to ask, having colleagues consistently get credit for my ideas because of how I spoke up in meetings. When I looked for a resource that addressed the challenges I was facing, I couldn't find it. There was nothing.
Most weeks, I work 100-plus hours on TheMuse.com. There are definitions of 'work-life balance' that would say I have none.
Millennials tend to appreciate regular feedback because they want to feel that their work matters and that they are making a difference in the workplace. As the youngest generation at most organizations, they also tend to be hungry for growth and development opportunities.
Previous experience, key skills, and education. They're undoubtedly all important things you consider when filtering through applicants in order to make a new hire. But, what's another major determining factor of whether or not that hopeful interviewee deserves an offer letter? Cultural fit.
One of the top causes of startup death - right after cofounder problems - is building something no one wants.
When you start a new company, you have to do it all. Yes, all of it.
Don't let that nagging fear - that feeling that being different automatically qualifies you as being wrong - eat away at you.
For those working menial jobs or putting in 100-hour weeks for corporations, the lure of starting your own business can seem like a great way to get more flexibility, upside, and ownership.
Having a co-founder is incredible, but it has to be the right person: someone who shares your values and ethics, absolutely, but also someone who has a similar vision for the future in terms of their appetite for risk, for low salaries, for hard work.
With clearly defined roles and a focus on communication, it's much easier to make your company come across as well-organized and on top of things - because it actually is.
Much-derided chick lit, chick flicks, and chick magazines have left ambitious women in a bind. Why is it that I, a young woman, can read 'GQ,' enjoy 'Fight Club,' and subscribe to 'Thrillist,' while the idea of a guy doing the same with 'Glamour,' '27 Dresses' and 'Daily Candy' is nearly unheard of?
