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Today is officially Labor Day in the USA and Canada, a day many of us relax, barbeque hot dogs and hamburgs and go boating and swimming. For some it marks the unofficial end of summer and time to put away the white shoes and close up summer houses. It is time for children to head back to school in the north. Kids in the south have mostly been back for a couple of weeks.

But before we get too far into it, how did Labor Day come to be? According to World Correspondents, it became a national holiday in 1894 as a way to mollify some of the labor unions and soften the harsh treatment and deaths of labor in the Pullman Strike, also in 1894. This followed the tradition of the labor celebration in New York City on the first Monday in September in 1882.

Made in ChinaThe U.S. Department of Labor has this to say about Labor Day:
“The vital force of labor added materially to the highest standard of living and the greatest production the world has ever known and has brought us closer to the realization of our traditional ideals of economic and political democracy. It is appropriate, therefore, that the nation pay tribute on Labor Day to the creator of so much of the nation’s strength, freedom, and leadership — the American worker. ”

And so it is that we celebrate Labor Day, a day to recognize the contributions of a labor force to our economy. For many it is another work day, as virtually all retail stores are open for regular business. Restaurants, campgrounds and other businesses that cater to tourism have long been open.

I spent my Labor Day with some hard labor, some relaxation and reflecting on the meaning of Labor Day. This morning I worked hard at clearing fallen trees, tossing around 50 pound chunks of tree with wild abandon. (It works a lot more muscles than going to the gym.) This afternoon it was swimming in the lake with the dogs, followed by an open air country drive for an ice cream sundae. Tonight will be homemade pizza followed by some writing and maybe a movie.

The traffic was heavy this afternoon as Massachusetts cars, trucks and RVs streamed out of New Hampshire on the way home from a long weekend in the country. At the ice cream stand, I was informed that they were closing in 10 minutes for the end of the season. End of the season? It hit 80 degrees here today. It seemed rather soon to be closing for the season.

But the real purpose in writing today’s post is to honor labor and issue a challenge to all small business entrepreneurs throughout the country. We have an official unemployment rate of 9.6%, 17 million American workers unemployed according to the Bureau of Labor Statistics. Another 10%, according to Gallup Daily, may be underemployed or working at jobs for which they may be over qualified. The average unemployed American has been that way for 33.6 weeks. Over 30 million Americans are not providing the services or skills they have to the U.S. economy.

This is a huge waste of talent. Many others have written and pointed to the causes of this malaise so I will not. What I will do is issue a challenge to all small business entrepreneurs in this country. According to the U.S. Census, there are approximately 12,900,000 small businesses in this country that are listed as employers. There are another 19,500,000 small businesses listed as non-employers, or more likely individual consulting type businesses. Of the employer firms I challenge each of you to hire 1 person before the end of the year and drop the rolls of the un and underemployed to around 11,000,000.

Is this simple? No. I know many of you are struggling to keep your businesses open. But, we need to get America back to work. We need to create the jobs that allow this country to be the great place to live that it always has been. What will you do with my challenge?

Happy hiring!!

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I am turning ambitious and will be writing a short series on how to hire the right people.  Hiring the right people is essential to the success of any small business.  Good hires get the job done. They perform as expected and do little more.  In comparison, great hires have innovative ideas, help your business advance and encourage you to think about your business in many different ways.

Then, there are the bad hires.  Maybe they interviewed well, had good references, and their salary expectations were a better fit for your budget.  You went ahead and hired.  You thought you were getting a supernova and got a black hole instead.

In terms of dollars, the cost of a bad hire is staggering.  Various sources estimate it at between 1 and 3 times the annual salary paid.  The Bureau of Labor Statistics estimated $14,000 to replace an employee.  When you have to rehire, you also have the hard cost of recruiting or advertising, and the time costs of phone screens, interviewing, on boarding and training.  It also takes time for the new hire to get up to speed and become fully productive as a skilled contributor.

There are other soft costs in making a bad hire.  Think of this in terms of time spent leading up to terminating the bad hire.  There is time spent monitoring the work, retraining, motivating and cajoling the bad hire to action. There could also be morale problems with other staffers as they interact.  There could be customer issues if they are client facing employees.

Over the next few weeks, I will take the mystery out of hiring, not just good employees, but great employees.  I will cover recruiting, interviewing (including formats and some have to ask questions), preparing offers and on boarding.  Each topic will give you a roadmap, ideas and solutions to help you hire.  The first installment will be posted next week.

In the meantime, here are some links to other posts on this site concerning hiring and managing:

Pros and Cons of Hiring Senior Talent

The Checklist of 9 Skills and Traits to Hiring Successful Salespeople

Happy Hiring!!

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This morning I read a post that brought back some early childhood memories of my earliest entrepreneurial endeavors.  The post, Capitalist Kids: Encouraging Young Entrepreneurs, is about the JD Roth’s early entrepreneurial experiences.  It triggered thoughts of things I hadn’t thought about in years.  It’s a good story, so I thought I’d share my story with you.

To be honest, I can’t figure out how my entrepreneurial spirit came to me. Most entrepreneurial traits are hereditary (see 5 Personality Traits of a Successful Entrepreneur ). My folks were both education professionals during their careers.  As a young man, my father owned a garage along with his older brother repairing cars and trucks. Somewhere, hidden away, I have papers with “Mates Garage” on them.

Nothing in my grandparents indicated entrepreneurial tendencies either.  One grandmother worked in retail and the other was a housewife.  One grandfather was a circus performer andThe Young Entrepreneur the other worked for the same Fortune 50 company for 48 years, starting there as a teenager. After he retired, he became a stockbroker.

My earliest business venture started when I was about 5. I was a door to door salesperson (GASP!).  Each year for several years I sold Christmas cards and wrapping paper to our neighbors.  I would go up and down the street knocking on doors presenting my wares from a brochure and some samples.  And, who could resist such a cute little boy with such a handsome smile?  I made lots of sales and collected the money.

My mom was my operations staff.  She would place the orders and handle the money.  When the orders arrived, I would go deliver to all my customers.  For my hard work, the company (I have no idea what the name was) would reward me with prizes.  I earned no money.  I don’t think they could pay me because of child labor laws.  One year I earned a rocket launcher and another year, a chemistry set.

I learned a lot over those few years – how to present myself and my samples, how to sell, how to provide customer service, to be reliable and I learned  I could get what I wanted if I just worked at it.  Big lessons for such a little guy.

The greeting card and wrapping paper venture was only good for one big pop during the holiday season and so my second venture started during my business “downtime”.  Back then we did not have recycling the way we do today.  Some non-profit organizations would conduct paper drives where people would give their old newspapers to the organizations.  The non-profit would take the papers to recycling centers that paid them by the pound for their paper.

I decided this was a for profit business I could do and make some money.  I would take my little red wagon and go around the neighborhood collecting newspaper from the neighbors.  I would make my rounds once every couple of weeks.  People got used to me coming around and would save their newspaper for me.

The young EntrepreneurOnce I had enough paper to fill the trunk of the car, dad would drive me to the recycling center. We would drive in and up on the scale.  To a small boy, it was very exciting.  At the newspaper bin, we emptied the car of newspaper.  On the way out, we would get weighed again and the attendant would shout out the amount and hand dad the money.

I earned enough this way for new bikes, sports equipment, movies and all the ice cream I could eat.  I didn’t know it then, but I was a pretty well off grade school kid.

Looking back I realize I learned some valuable lessons from this little venture.  The first was that this was much better than having a paper route.  A paper route meant you had to get up every day, mostly in the dark, and deliver papers.  On top of that you had to go back once a week and collect from each of your customers.  Me? I did my “work” in the daylight when I wanted to and only had to collect money from one very reliable source.  A pretty good deal.

I learned that persistence pays off.  When I first started collecting newspapers, I wasn’t able to collect from everyone.  I was new and just starting.  But as time progressed and word of mouth spread, I picked up more and more customers.  I was as reliable as the milkman, the bread man or the produce wagon.  People were looking forward to my visits and many times had cookies and other goodies for me.

Little known to me, at that young age I had built a powerhouse Wayne Mates brand.  The brand was built with a smile, a laugh, reliability and service.

I had actually built my first ongoing and growing business. A few short years later, when my family moved away from the neighborhood, I sold the business to a friend.  There were two that wanted it, but this one made me the best offer so I took it.  No purchase and sales agreements, just cash, some baseball cards, some cats eye allies, a few steelies and some other good boy stuff.  Maybe he is still out there today with his little red wagon collecting newspapers!

Happy Entrepreneuring!!

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Today, I continue with my series on Hiring the Best People. To hire the best people, you need to have a selection of candidates or suspects to consider. I like the word suspects because I suspect the people I talk to might be the people I want to hire.

Finding suspects is not always easy. To find a suspect you need to define a suspect. You can start with a job description and know the skills your suspects need. These areLet's network your have to haves. Also, you need to know what skills are nice to have, but not required to get the job done! Usually not in a job description are the intangibles of attitude, stature, communication and presentation, and a fit to your business culture. Once you have your list you are ready to start prospecting or mining for suspects. You will need to kiss many toads before you find your prince.

By far, the most important and effective way to prospect is through networking or the “who do you know” method. Who do I know from trade groups, social groups, internet groups or my personal network of friends that are either possible suspects or can lead me to suspects? I want to talk to suspects about my company and my opening. Let’s look at each of these.

Personal Network – these are all the people you know that don’t fit another category. These are your family, neighbors, people you work with, people you worked with in the past, your kids’ friends’ parents, etc. They can all help you find suspects.

You already use this network for all types of leads. “Who do you know who is a good plumber? Where can I get a great pizza? I’m going to Russia. Do you know anyone who has been there?” You do this every day. Now you just need to add a different type of question…. “Who do you know that might be able to do….?”

Trade Groups – Virtually every occupation has a national trade group with local chapters. There are trade groups for medical specialties, engineers, architects, plumbers and so on. If you have attended your local chapters’ monthly or quarterly events, you know many of the people in your field locally. They may have the skills you are seeking or know someone who does. If you haven’t joined yours yet, you should.

RecruitingMany trade organizations have sections of their websites where you can post positions. You can create a simple advertisement with your basic skill needs, job title and your contact information and have it posted. Another source is the BNI organization where you trade leads with other business members of the community.

Social Groups – These include your church, service clubs, college or high school alumni groups, and PTA and soccer leagues. All have the potential to lead you to suspects. Use these the same way you would use your personal network.

Internet Groups – These could be social or professional. Facebook, Twitter, LinkedIn, MySpace and others all fall into this category. Simply post what you need and someone may be that person or lead you to the person that fits. Most of these sites have groups that you can join and post specifically to the group that has people with similar interests. Many have ongoing discussions you can join. Again, you simply post what you are seeking.

Many times using your networks is all you need to find many suspects. Sure, it requires some effort on your part. Phone calls, meetings and emails all take time, but having lots of people helping you is well worth the time invested. By the way, if you are looking for work, these methods can help you as well.

In my next post on Hiring the Best People , I will cover advertising, cold calling and using agencies to find suspects.

Happy Hiring!!

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Wednesday, 9/22/10 should mark a vote in the House of Representatives to pass this bill, already passed by the Senate last week. Whether you agree with this bill probably has more to do with your political leanings. This blog does not get involved in politics, but there are a few measures in this bill that should be worthwhile to the small businessperson.

• The bill extends federal loan guarantees. For years the Small Business Administration (SBA) has guaranteed up to 90% of a business loan to a bank or other lending authority. This has allowed many businesses to start, expand or grow when a bank would not underwrite the loan. Over the years, the impact on the economy has been to create new jobs.
• It creates a fund of $30 billion for community banks to lend against the fund, creating a potential lending pool of $300 billion to be lent to small business. There are strict rules surrounding the criteria the banks need to follow and some punitive interest rates the banks must pay if they do not. The banks participating in the program are not the large behemoths, but banks with assets of under $10 billion.
• The small businesses must meet normal underwriting criteria, so this is not a giveaway. The funds lent at some point minus a few defaults will be returned to the government with interest. In my opinion, it looks like a pretty good return on investment for the US taxpayer.

This bill should help to create jobs where it counts, in the small businesses of the USA. I issued a challenge to small business earlier this month to hire 1 new person before the end of the year. This bill when passed (it is pretty much assured to pass) will help make this possible.

Happy Entrepreneuring!!

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In my post on Hiring the Best People which covered networking, we looked at how you can most effectively recruit through networking.  This post discusses recruiting through advertising.

RecruitingAdvertising can be as simple as posting a Help Wanted notice on your storefront window if you are a retailer.  It can be more sophisticated to post in your trade journal.  In between, there are online job boards.

I will state unequivocally, do not waste money on newspaper or radio advertising.  These just do not work anymore except for entry level positions.  People who are looking for work are looking online.  They search company websites, job boards and industry trade sites seeking a position that fits their needs and skill set.

You can use Monster or CareerBuilder for many positions of a general nature.  Various skill sets have their own sites such as Dice for technical positions.

A good online posting is made up of 4 sections, headline, body, close and contact.

  • Headline – This is the title of the position.  Nothing fancy.  Use the exact title for the person you are trying to attract.  Something like “Oracle database programmer” is perfect.  When someone with those skills is looking for a position, this is what they will enter into the search box.  The search programs on the site will first look for the most relevant terms and content.  Be specific in your headline for what you are hiring.
  • Body – This section contains the responsibilities and qualifications for the position.  Responsibilities are a shortened job description which allows the reader to understand what they would be doing on a daily basis.  What are the priorities? What skills would I need to be successful?  You need to be detailed on what the job entails without writing excessively.  In the qualifications section, again be very specific.  Does the right candidate need a degree?  How many years of work experience?  Are certifications required? Some qualifications might be preferred, but not required.

You want to be as specific as you can in what you need to try to cut down on the applications and resumes you receive from unqualified people.  Even when you do this, you will find a high percentage of unqualified people applying.

  • Close – Just a little bit about your company here and why it is a great place to work.  Be as brief as you can with something like “Best Gidwit Manufacturer on Earth”.
  • Contact – Either a link to your website so they can apply online or an email address to send a resume to you.  Most job boards are set up to handle this automatically.  You just need to fill in the blanks on their forms and let them know how you want people to apply.

The next post in this series will cover cold calling and the use of agencies.

Happy Hiring!!

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Last week, I read an article from The New York Times titled Just Manic Enough: Seeking Perfect Entrepreneur about hypomania in an entrepreneur named Seth Priebatsch.  After reading the article, I started thinking about whether it is a good thing for an entrepreneur to have hypomania.  This is pretty close to being a mania and there are some days, I fit the profile.  So, what is it?

WebMD defines it as a less severe form of mania. Hypomania is a mood that many don’t perceive as a problem. It actually may feel pretty good.  The symptoms are:

  • Excessive happiness, hopefulness, and excitement
  • Sudden changes from being joyful to being irritable, angry, and hostile
  • Restlessness, increased energy, and less need for sleep
  • Rapid talk, talkativeness
  • Distractibility
  • Racing thoughts
  • High sex drive
  • Tendency to make grand and unattainable plans
  • Tendency to show poor judgment, such as deciding to quit a job
  • Inflated self-esteem or grandiosity — unrealistic beliefs in one’s ability, intelligence, and powers; may be delusional
  • Increased reckless behaviors (such as lavish spending sprees, impulsive sexual indiscretions, abuse of alcohol or drugs, or ill-advised business decisions)

This is mostly all good if you are an entrepreneur, focused,  energetic, get it done and no distractions with only one goal in mind.  It certainly can help youhypomania accomplish all you need to get to the endpoint.

What’s the downside to this?  Well, let’s just suppose you make a decision and are wrong.  You make a mistake in your thinking.  You drive yourself right through the error.  And, suppose the error compounds itself and makes matters worse.  Now, you have to revert back to the point where you made the initial error, assuming you are even aware of it, and start over. You’ve just wasted time and probably money.

Less intensity and broader vision may have helped you avoid the error.  Or, you may have taken time to listen to someone else’s thoughts, outsiders or your own staff.  This input may have helped you to formulate a more thoughtful and more comprehensive idea.  This, in turn, would build a better foundation for your company.

In the New York Times article, hypomania works for Priebatsch.  But, he has no other interests.  He is single, has no social life and sleeps in his office.  His whole life is consumed by his business.

Will he be successful?  Perhaps.  And, perhaps he will become wealthy one day from selling his business or going public.  Is that the ultimate endgame?  I don’t think so.  Like many entrepreneurs, his thrill comes from building the business.  Running a successful business is just not that much fun and best left to professional managers.  His goal will be to keep building. Eventually, when he sells, he will start another.  That is just the way it is. Hypomania in an entrepreneur works that way.

Happy Entrepreneuring!!

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Previously, I wrote about the value networking and advertising play in the recruiting process. Today, I continue with how to effectively use cold calling to increase the number of qualified candidates to choose from.

Cold calling is the lifeblood of many businesses which sell products or services, or set appointments by phone.  It is a numbers game.  The more people or companies you call the better your chances to make a sale.  You target a demographic audience which should be pre-disposed to listen to your message and want to buy from you.  These principles of cold calling can be used to effectively recruit top talent as well.

And, let’s get this straight; I am not talking about the salespeople that call you up and just start talking non-stop until you either hang up the phone or buy.  What I am talking about is a conversational give and take of information that leads you and a prospective employee (suspect) through to an interview process.

RecruitingHow do we find the people that we want to pursue? Let’s start with our networks and the networks’ of our staff.  We may know the best people in the industry and want them to become a part of our company.  Often, they are employed by our competitors.

But, don’t stop there.  Hire a research firm to develop a list of potential candidates.  I am not talking about a company that sells lists, but a real research company.  Every industry has research companies that call and talk to people about what they do, who they report to and who their colleagues are.  Most research firms focus on one or a very few select industries and so are familiar with them.  Engage them.

We now have our list and are ready to start calling suspects.  What are we going to say?  I always assume I am going to get voicemail so I want a message that needs to be short, but is intriguing enough that people call me back.  And, they are only going to call back if you answer the age old question, “What’s in it for me?”

Carefully craft your message to pique their interest.  Here’s a sample which can also be used if the suspect picks up the phone with some minor changes.

“Hi (name).  This is Wayne Mates with TFGC.  I am searching for an expert in (state what you are looking for concisely).  I am hoping you can help me out or point me in the right direction.  I have a highly visible opportunity in my company for someone with this expertise to join us.  If you are interested in exploring this opportunity or know someone who is, please call me at…….. “

What I have done here is appeal to this person’s ego.  The suspect is subconsciously thinking. “He called me because I am an expert and he needs my help. “  I have flattered him or her and appealed for help.

One thing I do not tell them is that I have a position or job available.  They already have that. What I have told them is that I have an opportunity for them to be visible in my company.  An opportunity is much better than a job, isn’t it?

If you have targeted the right demographic, 9 out of 10 people will call you back for more information even if they aren’t looking and ultimately decide to stay at their current employer.

How you handle the callbacks is crucial as well.  Never bring up the word interview in these calls.  Remember, you have an opportunity, not a job.

Your future employee calls back looking to help you or to find out more information.  After thanking them for calling back, you ask a simple question, “To satisfy my curiosity, why did you call me back?”  Once they answer you know their motivation… find a new job, their company is re-orging or they need a change, etc.  Once they have answered that question, repeat your message that you left them and ask if they are interested in learning more?  Now it is your turn to speak to their motivation and why you can empathize with them.  Lay out for them in broad terms where your company is going and how you are getting there.  No trade secrets here.  Never mention job, position or interview.  Tell them you‘d like to have them come in and meet with you and some of your staff to share thoughts and ideas.

Again notice the interview word has not been mentioned nor has resume or any word like that.  Most likely, in the course of the conversation, they have mentioned some of their skills and shared a few experiences with me.  These can all be a little vague until the Interview actually happens.  Your job right now is to just get them interested in talking to you.  Once you have your meeting set up, you can worry about interviews which we will cover in depth in a future post.

I know, in my last post I wrote I would discuss agencies as well.  Since this post is longer than I expected, I will hold that for a separate post.

Happy Hiring!!