Drops from the Fire Hose – October 29, 2012

Social Intrapreneurs Are Just As Important As Entrepreneurs — Co.Exist

Working to create change inside a company–or being a “systempreneur” working to change an entire system–can be just as valuable to society and the economy as charting your own course.

Rather than just looking for ways to patch an existing, dysfunctional system, systempreneurs aim to do what the Occupy movement and others have called for: changing the system itself. Their early successes suggest that, with the right combination of political will, business acumen, and entrepreneurial spirit, capitalism can be rebooted to make it fit for future purpose.

Stop Chasing Jobs, Start Chasing Companies and Contacts — Lifehacker

Big job sites definitely have a place, and we’re a bit more optimistic about your chances with them than Hannah is, but she notes that major job sites are really only good for finding out what skills are in demand in your field, see what job titles people are using in your field, and which recruiters, hiring firms, and industries are doing the most hiring so you can bypass the boards and go after them directly. In the end, she argues, your chances of actually landing a job are much higher when you network and make personal connections—even if you spend the same amount of time on two or three introductions and phone calls that you could have spent applying for dozens of openings on major sites.

If you’re not convinced, hit the link below—she explains why major job sites are generally a recipe for disappointment (namely, you’re competing with hundreds of people for a job that may have only been posted because of company policy, and the hiring manager either already knows someone, has a referral, or fills the position internally.)

Pay Employees What They Ask for. Here’s Why — Inc.

If you want employees who are passionate, productive–and do whatever it takes for your company–pay them what they ask for.

Employees spend a major part of their lives at work. They should be there because they love their jobs and not because they get paid to come in.

That’s the reason why, at Ciplex, we don’t give bonuses, don’t have reviews tied to raises, and, simply, do not use money as a motivator. We take money off the table–from the hiring process to daily operations. In return, we have the most enthusiastic, dedicated employees, who truly give a $%*# about our company. In fact, they often get offers for higher-paying jobs and turn them down.


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