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Changing the Narrative on Hiring is Now a Necessity. Here Are 3 Ways to Do It.



Opinions expressed by Entrepreneur contributors are their own.

As an entrepreneur and business owner, hiring and employee retention are constantly top of mind. After all, the average cost of a bad hire equates to 30 percent of an employee’s first year of earnings. That type of mistake can be costly in the long run.

The situation is further exacerbated by employment shifts signaled in the Great Resignation. The U.S. Bureau of Labor Statistics reports that in October alone, 4.2 million Americans quit their jobs.

This begs the question: What can we as business owners do to recruit and retain quality talent in this unpredictable market?

Over the years I have found that subtle changes in my focus when it comes to hiring have yielded big results. It all began when I stopped hiring purely based on resume accolades and instead became passionate about caring, protecting and promoting my employees.

Here are three ways we can bring the much-needed change to the narrative on hiring practices.

Related: “The Great Resignation” and the Future of the Workplace

1. Stop looking for the smartest person in the room

So many organizations take a person’s resume and hire from that alone. After all, if they look good on paper, they have to be good in real life, right?

Yet, these were never the right people for my company. That’s when I discovered that the best way to hire is for culture, not for credentials. One bad apple on a team can cause chaos. A team that has each other’s backs is one that leads to success.

Now I look for someone who shares in the organizational vision and who will fit into the culture of the company. Specifically, I ask questions like:

  • What does work ethic mean to you?

  • How do you feel about ownership of tasks? Do you think everything should be on an individual basis or should everyone work together to achieve the overarching, unified goal? 

  • How will you make this company better?

  • What draws you to the mission and vision of this organization?

  • What challenges do you see our organization facing and how do you propose we solve them?

  • What’s your “why”? What makes you get up in the morning?  

I do this across all levels within the organization because I believe any employee can help drive the direction of my company and support its impact. I’m looking for people who will challenge and lead, not just check items off their to-do lists.

Ultimately, resumes are a fancy list of accomplishments. What they don’t tell me is if someone has a strong work ethic, if they’re willing to learn and if they’ll be a good culture fit. The best employees don’t have the most degrees or a large number of awards. They are team players who want to work because they believe in the community or product we’re building together.

2. Build the relationship

As founder and chairman of the Subscription Trade Association, I see firsthand the impact of subscription-based business models. After all, subscriptions prioritize the customer relationship and focus on repeated connection.

Employee retention should be no different. Focus on continual interaction and engagement with your employees. Be intentional about the relationships you form. Ultimately, life isn’t about you. It’s about giving to others, including your employees.

But how does this apply in business? When you pay attention to your employees as human beings first, they’ll take care of your business. There’s a deep loyalty beaming in nurtured people.

As an example, I paid for an employee’s traffic ticket because it was a way I could help in a moment of need. Later on, we had a large project with a significant deadline. That employee stayed until midnight working on the project. When I asked why, they said, “I will never forget the time you paid for my traffic ticket, just because. I’ll always have your back.”

This story illustrates a crucial point in employee retention: Good leaders work for their employees. They care about them both personally and professionally. After all, as a business leader, happy and engaged employees are what I value most.

Related: Why Employee Retention Is More Important Than Ever Before

3. Remember the “why”

Often, I talk to my employees about passion and purpose. Passion is what they love to do. Purpose is the reason why they do it. When you identify both, you and your employees can find true happiness.

Looking for my reason changed the course of my career and allowed me to do something that I love. For me and my team, the “why” is found in giving back. It’s asking how my idea and my business will impact someone else’s life.

That’s what I believe entrepreneurship is all about — changing people’s lives and building relationships. And it all starts with caring deeply about my employees and understanding their why.

Related: Top 10 Employee Engagement Strategies That Matter


Dune: Awakening is an open world survival MMO



Dune: Awakening made its debut at The Game Awards as an open world survival massively multiplayer online game.

The game from Funcom and Nukklear looks beautiful, full of very detailed imagery of the desert planet Arrakis, also known as Dune. The game asked for beta signups, but we got no other information. Survival is the key word. Dune is a very deadly world, with sandworms and an unforgiving climate.

You can see places in the trailer like the city of Arakeen by day and night, as well as desert biomes and more. It’s not clear when it is coming. With luck, it will be close to the second Dune movie coming in late 2023.

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Rumors confirmed, Street Fighter 6 kicks off in June 2023



Fighting Game fans are excited now that Capcom announced that Street Fighter 6 is coming to PS5, PS4, Xbox Series X/S and PC on June 2, 2023. The game was initially announced in February 2022, but that reveal did not include a specific release date beyond 2023.

The trailer at The Game Awards focused on new mini games and the international setting. In addition to the 18 previously announced fighter, the trailer also confirms that several new fighters — Dee Jay, Manon, Marisa and JP — that will join the game’s roster.

Notably, the June 2 release date for Street Fighter 6 may be a strategic choice for Capcom. June is the very beginning of Q3.

The last installment of the franchise — Street Fighter V — released nearly seven years ago so fans have been eager for another installment. A day before The Game Awards, the game’s June release date was leaked via the PlayStation Store.

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5 Things to Do Now to Propel Your Business in 2023



Opinions expressed by Entrepreneur contributors are their own.

Entrepreneurship is a daily leap of faith. In times of economic uncertainty, that leap may feel like a dive off a cliff. We are in one of those times. It likely will take months to fully re-adjust to the forces that have pummeled the world’s economy, and to entrepreneurs, months can feel like years.

With the right playbook, entrepreneurs can survive and thrive in whatever economic scenario. Here are five things you can do to propel your business ahead now and through the difficulties of business cycles for years to come.

1. Learn the lessons of more challenging times

A rocky economy presents a unique opportunity to make tough decisions about the business plan. Everything is open to reexamination. How has the market changed? Are your customers facing challenges that create new opportunities for your solutions? How do new conditions change your assumptions, and what actions do you need to take in response?

Critically evaluate your product roadmap. Is this the time to pivot or become more aggressive with your current plans? Prioritize the highest margin features that are achievable in the next twelve months. Push out projects that don’t make that list, and re-assign resources accordingly. Re-assess pricing. Even as inflation tiptoes back from the highest levels in forty years, raw material and transportation costs remain way up. What will impact your customers if you adjust the pricing or add surcharges to offset these costs, at least temporarily?

It’s been a rough year for hiring. Many companies took the talent they could get. If there are employees or gig workers who would fare better in a different job, now is the time to let them go. Make tough-minded corrections that will pay off overall — corrections that might be avoidable in less challenging times.

Related: How to Turn Inflation and Recession into Your Largest Business Opportunity

2. Tighten your grip on cash

Venture capitalists are pulling back. In the third quarter, Crunchbase reported that funding for startups in U.S. and Canada fell 50% year-over-year. Valuations are down across the board. If you are fortunate enough to be a later-stage startup that benefited from VC largess in 2021, make your last raise last longer than intended.

Keep your dry powder dry, and put off going for another round until the markets even out. Reemphasize the basics for early-stage companies with less market validation and greater distance between now and a potential exit. Delay all capital expenditures. Leverage the hybrid work model if possible, to reduce rent and other office expenses. Continue with Zoom or Google Meet. Now is not the time to rack up travel costs. Re-negotiate fees and terms with service providers. Seek credit terms with key suppliers, in a word, bootstrap.

3. Talk to customers, in person. Now.

How have the business needs of your customers — whether paying or beta — changed over the last 18 months? Are there benefits to your solution that have more recognized value now? Nearly every business, for example, from corporates to startups, has been forced to re-learn the lessons of supply chain management. Startups that can help their customers make better business decisions based on artificial intelligence (AI), reduce costs by improving inventory management or protect against out-of-stock scenarios by identifying and building relationships with new, more local sources of supply will have an edge.

Related: Finding Validation in Serving Customers

4. Non-dilutive capital

According to PitchBook, venture capitalists are showing greater interest in portfolio companies “whose satellite, robotics and software tools can do double duty” in military and commercial markets. International conflicts are one reason, of course.

Another is that the defense and military security industries are generally viewed as recession-proof. Our firm routinely encourages portfolio companies to consider non-dilutive funding from the Small Business Administration — grants to support cutting-edge technologies range from $150,000 to more than $1 million.

Navigating the application process isn’t for the faint of heart. A startup must be realistic about the work involved, but in many states, there are resources to help. Besides the funding, severe responses to agency requests for proposals are reviewed and evaluated by technologists. At a minimum, this can be terrific feedback and a great source of industry contacts.

5. Blue-chip cultures attract blue-chip talent

Company culture can be an asset or a liability. An inclusive, rich culture helps key hires say yes. Finding stakeholders that believe what you believe and are aligned with your team’s values significantly improves the odds that they will stick with you in good times or bad.

After months of “great resignation” fever, the over-heated demand for talent may be cooling off. Maybe offers aren’t as fast or grand as they were a year ago. Maybe Twitter won’t be the only advanced technology business to let people go. Regardless, the search for great talent isn’t a faucet that a young company turns off and on. A startup might modulate the timing or the number of hires but stand at the ready to recruit and filter for culture fit.

Related: 3 Ways to Stay Competitive in the War for Talent

With the right mindset and intentional approach, an entrepreneur can make 2023 a year to strive and thrive. As Yogi Berra, my favorite baseball player of all time, said, “Swing at the strikes.” In business, like baseball, the right swing can turn even the most challenging pitch into a hit.

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