Written by John Sharpe, President, Southeastern Technology Consultants and its affiliated divisions
Southeastern Technology Consultants is a division of StaffSource LLC, added in 2011 due to the high demand for IT professionals. Its President, John Sharpe, is originally from Knoxville and founded his first business, ARG Financial Staffing, in 2004. He is involved in multiple community organizations as well as the East Tennessee chapter of the Young Entrepreneur’s organization. He is President of ARG Executive Search and ARG Financial Staffing, StaffSource Employee Solutions and Southeastern Technology Consultants.
Sharpe is scheduled to participate in a Fireside Chat at Startup Day 2014.
Business is a combination of people, process and product or service, but your most important assets are the people you hire.
People are extremely important because they are responsible for architecting the process and conceptual creation of the product/service. The quality of the decision-making fuels the business.
Furthermore, each individual has their own strengths; for example, one person will be the seller while the other is the designer of the product/service, or another has a deep understanding of the financial concepts and economic models. Knowing who to hire and where to place potential employees to emphasize their strengths is key in developing your startup. You are looking for the best team possible that will help your startup grow rapidly.
A smart collective team approach is required. We have used a collaborative method in our company for the decision-making process, which has helped identify strengths and weaknesses that might have been overlooked. For a startup, collaboration is key. In order to grow and develop a business, changes are inevitable. Having a strong team that can face changes and find effective solutions quickly is the key to growth and success.
Hiring talent cannot be determined by following a checklist, but below are tips/qualities that I believe can help identify the most qualified potential hires for your startup.
- Search for candidates with certain strengths that are currently missing or that can help your company and benefit the potential employee in future growth.
- Culture is a big factor in organizations – make certain they are a fit for the already established culture in your company.
- Search for candidates that know how to work through problems and can or have dealt with change; as a startup, there are many hats to wear, being able to balance it all is not an easy task.
- Communication skills are essential.
- Find team players.
View John Sharpe’s LinkedIn profile here.