Selecting Superheroes: Finding the Perfect Product Manager For Your Startup! (Rank Princess- SEO)

Startups mostly just begin with a simple idea, behind which there may be a singular brain or a whole team. The CEOs along with some designers and sales lead can easily constitute a startup, but the real person holding everything together is the product manager.

In case of a startup, the need of an able product manager is even greater because it is his or her motivation and involvement that will channelize the energy of the whole team; and by large the entire company. A novice in the game can get the idea shattered like a house of cards. While a great product manager will not only continue with the dream of the original creator but take it to even new levels.

Let’s have a look at some of the desirable qualities to look out for before you hire a product manager.

The Hero Your Startup Needs (As Well As Deserves)

While finding the right person, keep in mind that this is the person who shall be handling your dream project. The original idea of the company owner is very dear to them, and the product manager must nurture it as his or her own. There is no scope of backtracking in today’s world. The only way is forward. Always hire a product manager who fully understands the idea behind the company and strives to make it a success.

Be Just the Ticket

The person to be hired must gratify all the requirements excepted of their post. A product manager is like a bridge between all the team members. Therefore, he or she is expected to be multidimensional and have innate leadership skills. In addition to being talented at their work of managing the staff and product, they must also be able to think quickly and make decisions.

The CEOs and other higher officials may not be available all the time as they have to look after other things like promotions, fund-raising, meeting with other company heads, etc.  The product manager must be able to fit into the leadership role, seamlessly. All these must be assessed carefully before selecting a product manager.

Versatility is the Key

Working in the market can be a grueling at times, especially in case of a startup. The needs of the company, as well as the market, can change very abruptly. A person must only be selected if they are adjustable enough to absorb all the irregularities and still provide a good working environment for the team.

They must be able to adapt the company according to client feedback. A good manager must never shy away from incorporating any assessment or criticism to make the product better. While hiring, always keep in mind that a product manager is ultimately the one who can make a product better or worse. That is why it is imperative to hire a product manager with ample room for adaptability.

Smooth Player

Execution makes or breaks a startup. One can put hours of sweat and tears into an idea, yet everything can fall flat if the execution is not proper. The company should look forward to hiring a product manager who can choose the right path forward. And for this, during the selection process, the candidate’s level-headedness under pressure must be evaluated. There are generally many distractions on the way to success; however, a good product manager knows how to make the right choices. After all, it is them who have to manage the competitors, product feedback, customer relations and product marketing.

A product manager must be a multifaceted individual who can look after a lot of things in the startup. He or she has to be able to act as a leader and at times, a subordinate. Most importantly, a product manager must take care of the customer feedback and comments from the market, at the same time keeping up to date with the competitors. While all this seems quite a lot for one individual, but today there is no dearth of talent out there; and with a hint of luck, you can get the perfect product manager for your dream venture.

Primary Keyword:hire a product manager

LSI Keywords:Finding the Right Product Manager,candidate’s level-headedness under pressure, multifaceted individual

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The Best PM For Your Startup?(Rank Princess- SEO)

Should your startup have a person exclusively for taking care of your company’s products? If you ask me, the answer is yes since startups have to operate in a dynamic environment.

The offer of the startups needs to be constantly tuned to the market opportunities and demands. You should hire a product manager who can think about your products and how to make them a zipping success. The person will be responsible for innovating product ideas based on product and market research.

Who Can Be A Product Manager?

Qualifications

A product manager should be a person who knows the product and the industry in and out and has management qualifications with specialization in marketing. If your startup has a technical product, then the product manager needs to have technical as well as marketing specialization.

Reporting

Before having a product manager the product management function was most probably being looked after by you the founder(s) of the startup with the assistance of team members. The appointed product manager should be given due authority to seek required inputs and information from the startup team members and should report to the founder-entrepreneur(s) of the startup.

Experience

Product Manager is a senior position than product executive hence some experience in product management of similar products is also desirable. Experience of three to five years would be most suitable for your reporting structure. If you are impressed with ]fresh talent, then you can assign product executive role during probation and confirmation as a product manager.

Skills and Aptitude

Your product manager besides having the desirable qualifications and experience needs to have a penchant for the challenge and a love for innovation. The person should be driven by growth and achievement motives.

What Can Be The Selection Procedure?

Source Of Applicants

Recruiters can opt for internal as well as external selection to hire a product manager. The vacancy announcement should spell out the candidate profile which should be in sync with the job description and key responsibilities.

Written Or Online Test

Eligible candidates can be assigned a written or online evaluation to test for product and industry knowledge as well as marketing and innovation aptitude. You can yourself set up the test or provide your inputs to the test setter.

Personal Interview

Candidates who qualify the written test can be called for a personal interview with you. During the personal interview, you can ask the candidate the reason for preferred job profile, industry and company and the candidate’s expectations.

Selection Method

Quantitative scaling method is an objective and simple selection method. The candidate’s qualification, experience, personality, performance in written test and interview can be scored on a scale of five. Parameters can have sub-parameters. The individual scores of the sub-parameters and parameters should be added up to get the total score and candidates can be ranked with the help of these scores.

Job Offer

The job offer is usually given to the highest scoring candidate. The second highest scoring candidate is called if the first candidate refuses the offer or fails to join.

LSI Keywords: Hire a Product Manager, PM, Product Manager, Product and market research, Product management function, Product executive.

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Hiring the Perfect All-In-One Product Manager(Rank Princess-SEO)

A product manager (PM), is at the bottom-most link of the chain, the job description is such that of an artist, workman and scientist in one. The PM coordinates with many other departments in a company to execute their ideas.

Leadership without authority is what they are duly described as. PM’s are an integral part of the team, in creating a new product, to execute and maintain the product.

A PM is a Role-Player

In big and established businesses PM’s are selected from their qualifications and years of experience as key points. In start-ups, however, a PM is not a specialized field. It is expected that the candidates are multi-tasking and have knowledge of the generalities of other fields.

Hiring of a PM

The eligibility of candidates for being good Pms can be found by testing certain skills and traits:

  • Problem-solving technique: Product manager is a tricky role to play; it requires a lot of creative thinking. They are expected to turn the setbacks faced to a different solution.
  • Communication Skills of candidates should be off the charts. PM’s are a part of the well-oiled machine; they are expected to maintain the status quo in the machine.
  • An attribute that is often expected of candidates applying for PM is empathy: Thinking from the minds of their clients and customers. To create or discover a product that fulfills their wants and needs satisfactorily.
  • Natural leadership ability: they are expected to lead and coordinate with other teams to ensure the product is launched into the market fit.
  • Curiosity for and a thirst to find out new ideas and techniques to make sure the product satisfies the needs of your customers and still is innovative.
  • The failure of any product generally lowers the morale of a team. The candidate is tested on how he can adapt to the failure and glean from the mistakes or challenges is crucial. A PM is also expected to motivate and push for a better product in the future.
  • Passion sums up the attributes that are often seen in a PM. Passion is a tricky thing trait; it needs the drive of motivation and inspiration to ensure that a product is launched successfully in the market.

PM’s Are Expected To Prove Their Worth

A Product Manager is a unit that is expendable at any time. It is required of the candidate to be functional in any other part of the team too. A candidate with strong technical background, leadership and communication skills is not expendable in the least.

The PM is required to be confident in various aspects of the functioning, design, and marketing of the product. Instincts and the innate quality to turn setbacks in favor of product are valued highly in the character traits of the PM.

Product Managers are expected to experience and learn from their failures and push for innovation. In start-up businesses job descriptions of PM require them to do a little bit of everything and work as a part of the team. The perfect Product Manager thrives on the possibility to achieve success.

LSI Keywords: product manager, strong technical background, leadership and communication skills

 

 

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Using technology to find and keep the best techies (Content Princess)

The changing face of the workplace, with many companies working globally and remotely, means recruitment has become a far more diverse process than it used to be.

It’s also more important as hiring and retaining the right talent can make the difference between a company succeeding or not, so it is one of the key objectives of many chief executives.

Recruiters now face very different challenges from say, ten years ago, for example, trying to understand the motivations and needs of the so-called millennials is a major issue.

However, by far the biggest challenge across the globe is recruiting and retaining top IT talent. Being so in demand, IT candidates don’t need to promote themselves or actively look for a role, so they can be hard to find.

They are not the kind of people who would respond well to cold calling or head hunting either, which means recruiters need to find alternative ways to approach them in the first place.

A personality clash can also be part of the problem – while recruiters tend to be natural “people” people – by virtue of the kind of job they are doing – techies have a tendency to be more reserved. Also, many recruiters have no idea how to write an appropriate IT job spec, or what questions to ask in interviews because they don’t understand the subject.

It is all too common for highly skilled tech people to turn up for interviews and be asked to do the most menial IT problems as part of the process, which is not only insulting but highly likely to put them off the company for life.

This is where some of the new technology approaches to recruitment can help – funnily enough! It’s no good searching the normal job sites to find candidates for specialist tech jobs as they won’t be there.

But they are likely to be online chatting with other tech specialists on forums, in discussion groups, and on sites where they can share ideas and talk about solving technology problems, so venture into their natural habitat.

Using the candidate’s online footprint – looking at where they go and what forums they are active in, works well. If you are looking for a developer don’t search on a job site, join a developer discussion forum on LinkedIn.

There are many free candidate source websites out there, offering to search the whole of the web to see who is online and what they are doing, but this is casting far too wide a net.

However what might be worth trying is one of the new Talent Search platforms which have sprung up recently which enable you to hone your search, much more specifically creating more likelihood of success for a specialist role.

If you are trying to find the specialists who aren’t actively looking, and don’t want to be found, this kind of technology might help in honing a successful strategy to attract them anyway. Making use of the right technology could just be the key to find and keep the best techie for your company.

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Finding the Unfindable: How Online Recruiting Platforms will Revolutionize Your Business (Content Princess)

In 2016, a troubling and unsettling statistic emerged from the trenches of the IT industry: A whopping 83% of mid-level or high-level employees would leave their current job if recruited by a company with a better reputation. As we enter into 2017, the question everyone is asking is this: How do I keep my best rising-star employees from jumping ship to another company? How do I attract good applicants to enrich my company, and use my brand to beat out the competition?

I am a firm believer that social media and online recruiting platforms are going to define the IT recruitment landscape in the coming years. Any worthy candidate in the industry is going to have a strong presence on social media, and these are the exact people you want to recruit. To attract the best talent, unless you are a huge multi-million dollar company already, you can’t just depend on your company’s branding and expect potential employees to come to you. You have to reach out and go where the tech-savvy talent is, and that’s online networking platforms.

Informal Branding on Social Media is more valuable than your company account

Every company needs to have a presence on social media. Facebook, Twitter, LinkedIn, the list goes on. However, you don’t just need to recruit through your company’s formal social media accounts. People on the job market trust their friends and company employees far more than they trust the abstract, large voice of the company itself. Amazingly, only about a third of recruiting companies ask their employees to post about the company on their personal social media accounts.

People on the outside trust word-of-mouth far more than official company memos. A great strategy is to get your employees to post their genuine thoughts and mention positions the company is looking to fill online to their friends and acquaintances. This way, your recruitment umbrella will stretch much further, and usually, encompass way more talented candidates than the random people who respond to official company “Now Hiring” memos. Your employees’ voices on social media is a key aspect of your company’s branding, and you need to use this megaphone to your best ability.

Recruitment on Formal Online Platforms

Personally, I think casual social media like Facebook and Twitter often attracts more talent than formal job search platforms, because you attract people who are connected to those whom you trust, and the platforms aren’t saturated with other job seekers and recruiters. When you enter a platform specifically for recruitment, you risk being overwhelmed by the competition, and you are also only seeing one specific side of a potential recruit’s personality: the side they present for recruitment. If you can see someone’s content on Facebook or Twitter, you see more of their true personality, and you can better analyze what they might bring to the company as well as what weaknesses they have.

Despite this, networks like Meetup, LinkedIn Talent, iCIMs, and Jobvite can be useful for recruiting. Mainly, you should be using them as a supplement to your recruitment tactics, not the biggest aspect.

Sources:

https://blog.beamery.com/recruiting-statistics-2016/

http://www.cio.com/article/2915834/careers-staffing/13-top-recruiting-software-platforms.html#slide6

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The right people in the right places (Content Princess)

It’s never the easiest thing to keep up with the pace of change, and in the ultra-fast world of Tech, it gets harder even still. You need the right men and women to do the job, but how do you go about finding them? Do you put an ad in the newspaper in this day and age? Of course not. 21st-century recruitment needs 21st-century solutions. A “Help Wanted” sign isn’t going to bring you the employees you need.

Good employees are like gold dust. I don’t mean those who are simply qualified to do the job; you know how to find them. Simply wait outside the colleges for them to finish. No, by good staff I mean those who are qualified and who have the right attitude, the right stuff. Those people who’ll go above and beyond the call of duty for your business. Henry Thoreau wrote: “Do not hire a man who does your work for money, but him who does it for the love of it.” Now, I’m not suggesting you hire someone who’ll work for free, but finding someone who can do the job and enjoy it at the same time is the Holy Grail of recruitment, as such staff is worth a fortune in the long run. 

But who are these people you want to hire? There’s a rapidly growing demand for IT professionals all across the region, and the skill-sets are becoming increasingly specialised. It can be difficult to tell your E-Commerce Analyst from your Keyword researcher. Finding out what skills you need to hire is as important as the who, and savvy recruiters are increasingly using technology to find the right people for the right job.

In the online environment, everyone has a digital footprint, and that footprint can be revealing about the sort of person they are. Social media has been a game-changing catalyst for recruitment, suddenly everyone has a public face and is easily accessible, we can get a feel of what our candidates are like. The internet knows our likes and dislikes, what football team we follow or what we last ate. But it also knows our skills and abilities.

Moving forward, these skills will be even more searchable than they are now. Talent search engines scour the web for the best and brightest available. The old days, of putting a job ad up and simply having to deal with who came to you are gone. Now, you can go to them, using the internet to track down the right people for the right job as the search engines sort them by their relevant skills and experience. You can proactively look for the right person.

This isn’t the only way, professional networks, the businesslike siblings of Facebook and Twitter, feature a whole host of talent crammed in one place. Sites such as LinkedIn or Meetup are full of highly qualified, professional and motivated individuals.

The old ways of recruiting don’t cut it these days. If you want to find the brightest and the best to work for you, then it’s a matter of going and looking for them. Before somebody else does.

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Using technology to find and keep the best techies (Content Princess)

The changing face of the workplace, with many companies working globally and remotely, means recruitment has become a far more diverse process than it used to be.

It’s also more important as hiring and retaining the right talent can make the difference between a company succeeding or not, so it is one of the key objectives of many chief executives.

Recruiters now face very different challenges from say, ten years ago, for example, trying to understand the motivations and needs of the so-called millennials is a major issue.

However, by far the biggest challenge across the globe is recruiting and retaining top IT talent. Being so in demand, IT candidates don’t need to promote themselves or actively look for a role, so they can be hard to find.

They are not the kind of people who would respond well to cold calling or head hunting either, which means recruiters need to find alternative ways to approach them in the first place.

A personality clash can also be part of the problem – while recruiters tend to be natural “people” people – by virtue of the kind of job they are doing – techies have a tendency to be more reserved. Also, many recruiters have no idea how to write an appropriate IT job spec, or what questions to ask in interviews because they don’t understand the subject.

It is all too common for highly skilled tech people to turn up for interviews and be asked to do the most menial IT problems as part of the process, which is not only insulting but highly likely to put them off the company for life.

This is where some of the new technology approaches to recruitment can help – funnily enough! It’s no good searching the normal job sites to find candidates for specialist tech jobs as they won’t be there.

But they are likely to be online chatting with other tech specialists on forums, in discussion groups, and on sites where they can share ideas and talk about solving technology problems, so venture into their natural habitat.

Using the candidate’s online footprint – looking at where they go and what forums they are active in, works well. If you are looking for a developer don’t search on a job site, join a developer discussion forum on LinkedIn.

There are many free candidate source websites out there, offering to search the whole of the web to see who is online and what they are doing, but this is casting far too wide a net.

However what might be worth trying is one of the new Talent Search platforms which have sprung up recently which enable you to hone your search, much more specifically creating more likelihood of success for a specialist role.

If you are trying to find the specialists who aren’t actively looking, and don’t want to be found, this kind of technology might help in honing a successful strategy to attract them anyway. Making use of the right technology could just be the key to find and keep the best techie for your company.

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