Appedu reveals how it fights the war for talents

Appedu team photo

Appedu aims to make learning easier than ever. By providing a crowdsourcing mobile app that allows students to ask any question in one click, Appedu is creating an accessible and high quality learning environment to encourage curiosity and nurture a questioning mind.

As a young start-up, most expect our major challenges to be funding-related, and are often surprised when we reveal that our biggest obstacles lie in attracting top talents. Idea matters, money matters, and execution matters, but behind it all, it is people who drive progress. In our first two years of operation, we have observed a common but worrying recruitment trend: the war for talents is raging in ever greater intensity between well-established, multi-national firms and local start-ups. Hiring the right people to join a start-up has always been as challenging – if not more – as raising funds. Compared to those big guys, we are nobody. Candidates and their family are often sceptical of our business, while some may even question our legitimacy.

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Startup Hiring: Building an Edge

Startup Stock Photos

Startups do not have many ways to build a strong competitive advantage in the early days. But startup hiring is one area where this is possible because the hiring process at most large companies is broken. If your startup can build a superior hiring process, this will be a strong competitive edge.

Don’t Outsource Hiring
Hiring top talent is a core skill that startups need to possess and core skills should not be outsourced. That means allocating enough time during the week for actual hiring. If hiring is a top priority, which is usually the case in every startup, then a minimum of 25% of at least one senior person’s time should be spent on hiring. This can include online research, content marketing and in person activities but there is no way to avoid having to invest significant time into hiring if you want to do it right.

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Hiring for Your Startup: Sue Kim, Co-Founder of Libbler Gives Advice on Hiring a “Minimum Viable Person”


Sue Kim is co-founder LIBBLER, a cloud-based recruitment platform innovating the way employers identify and attract high potential talent with smart matching technology. She has more than 12 years of experience delivering operational strategy and workforce initiatives, and as part of LIBBLER, she actively advises employers on the best way to manage their people strategies. You can follow them on Twitter @LIBBLER.

The business of people for startups

Having the right people in the right positions is a critical success factor for any business. Strategic hiring requires a true understanding of your business, the skills needed at a given time, and the culture you want to create. This is why in a startup, hiring decisions should be fully owned by the founders.

“Hire slow, fire fast” is a well accepted business mantra. It emphasises that you should be discerning about whom you bring to your core team, and also be quick to act when things are not working out. But can startups really afford to hire slow when there’s smaller window for survival? Would it be wise to fire fast when it’s so difficult to hire in the first place?

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