How to avoid bad hiring decisions when it matters most, according to this Houston expert

guest column

Despite the inevitability of bad hires, recruiters equipped with proper tools and training can identify red flags and take preventive measures. Photo by Tima Miroshnichenko from Pexels

Hiring the right people for the right roles is ideal and can make an organization reach new heights. The reality is every business has made a bad hire.

Finding the wrong fit for a team or organization is not uncommon, but it is important to know what it costs the organization, which can be detrimental to company finances and its workplace culture, especially small businesses and startups where the impact is magnified.

The U.S. Department of Labor reports a bad hire can cost up to 30 percent of the employee’s wage, which would be approximately $18,000 since the average American wage is $60,000. In addition, there are soft costs of managers and leadership time during the hiring and training process, which adds up quickly.

Bad hires explained

A bad hire can simply be someone who is not the best fit for the position or the company. The quality of work may not meet expectations; however, there are behaviors that can point to a bad hiring decision. New hires who were recruited due to specific knowledge or a skillset, but they do not deliver, have a negative attitude, or are disengaged, are all signs of a bad hire.

Even though hiring the best people for the job should be every recruiter’s goal, they are sometimes pressured to quickly fill the role. Once a new hire starts, it does not take long to find out if they are a bad hire. Recruitment is vital to a company’s success, so it is important to know how to identify a bad hire before they join the organization, the red flags, and the lasting impacts to the workplace culture.

Right turns, wrong fit

Business leaders most certainly think they are bringing in the right person for the job, but the wrong fit can significantly impact the organization.

Suffering morale and reduced teamwork: Incompetent employees force team members to cover their work, negatively impacting morale. If these issues persist, it signals to existing employees that suboptimal work is acceptable, which adds stress, distraction and reduced engagement.

Unmet expectations: When a new employee exaggerates their qualifications, they may struggle to meet expectations, resulting in slow or inadequate work product, which can be especially detrimental in a small business setting. This not only impacts the company financially but also demands managers’ time for oversight and performance issue resolution.

Weakened employer reputation: Startups and small businesses depend heavily on their hard-earned reputation and brand. Employees represent a company’s values, and when they fail to embody them, it can negatively influence sales, vendor relationships and recruitment efforts. Actions of employees, both in-person and online, significantly shape public perception.

Client attrition: Poor performance or unprofessional behavior can damage client relationships, leading to business losses. These client experiences may lead to lasting consequences for the company’s reputation, affecting potential clients and key partnerships, and its bottom line.

Recruiting and training challenges: The recruiting process usually spans four to six weeks, involving tasks such as drafting the job description, obtaining approvals, posting ads, resume screening, candidate communication, interviews and offer negotiations. After accepting an offer, new employees, regardless of experience, require time to familiarize themselves with the organization, its processes and job responsibilities. If a poor hiring decision is made, the recruitment process may persist, leading to extended periods of onboarding.

Preventing bad hires

Experienced recruiters can still make bad hires, but certain measures can help mitigate risks:

  • Fine-tune job descriptions. Clear and concise job descriptions aid in identifying suitable candidates and provide a better understanding of position expectations.
  • Take sufficient time. Resist the pressure to fill the role; prioritize finding the right candidate to avoid subsequent costs.
  • Standardize the interview process. Employ set questions for consistency and involve team members in behavioral and peer-to-peer interviews to assess cultural fit.
  • Check references. Verify candidates’ honesty, skills, attitude toward work, and work ethic through thorough reference checks.

Despite the inevitability of bad hires, recruiters equipped with proper tools and training can identify red flags and take preventive measures. This proactive approach ensures better preparation for attracting top talent and minimizes the impact of suboptimal hiring decisions on the company.

------

Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

How to navigate your hiring process with transparency amid the flexible workforce trend. Photo via Getty Images

Houston expert: Cultivate transparency when recruiting flexible workplace positions

guest column

How the workplace operates, especially flexible work arrangements, captivate job seekers, prompting many job listings to spotlight remote or hybrid work options. Interestingly, a significant portion of hybrid and remote workers say they would explore new job opportunities should their current employer opt out of offering remote work possibilities. These insights from Gallup underscore the paramount importance of flexible work options.

Regrettably, not every role that promotes flexible work arrangements delivers. While the labor market is fiercely competitive, especially for startups and small businesses wishing to attract top talent, some organizations are enticing potential candidates with the prospect of flexible schedules, only for these newly hired individuals to realize the actual job flexibility falls short of the initial representation.

As remote work and flexible schedules have evolved, many organizations have established sensible guidelines concerning office presence and work frequency. However, the degree of flexibility varies, and not all recruiters are forthright about these nuances during job interviews.

Candidates who find recruiters and hiring managers omitting specific details about flexible work policies often feel misled. Maintaining honesty in job descriptions – and throughout the recruitment process – is imperative to ensure a good match is found for the organization. Employers should cultivate transparency, prioritize organizational culture, and exercise thoughtful consideration of their policies.

Clarity is Key

Many prospective candidates yearn for flexible work opportunities, recognizing that some constraints may apply. A recent McKinsey survey revealed that 58 percent of Americans engage in remote work at least once a week, with 35 percent enjoying the possibility of remote work for the entire workweek. Given the wide spectrum of policies, astute job seekers acknowledge that their next employer's stance on remote work might differ from their current one.

As startups compete with larger employers for the same talent, they may be apprehensive about outlining their remote or hybrid work policies, especially if their flexibility is less generous than that of competitors. Yet, this strategy ultimately squanders time and resources, as candidates who place high value on flexibility are unlikely to take an offer that falls short of their expectations, and these perceived deceptions could tarnish the employer’s brand.

The optimal approach is to communicate policies unequivocally in the job description and address them during interviews. While excessive detail isn't necessary, job postings can concisely indicate the number of mandatory office days.

Cultivating a Cohesive Culture

Skill set and experience might align perfectly with a role, but without a compatible cultural fit, candidates might struggle. When businesses withhold key information about their flexible work policies, they undermine the trust pivotal to fostering a strong organizational culture. This approach also misrepresents the culture, which is intricately shaped by the "how" and "when" of employee work arrangements.

While it's true that candidly sharing flexible work policies could lead some candidates to self-select out of the application process due to their desire for more flexibility, the converse is equally valid. Certain candidates might prefer spending more time in a collaborative office environment and might not pursue a job that seems excessively remote-focused.

Incorporating explicit communication about flexible work policies during recruitment not only fosters understanding of these policies but also provides insight into how these policies contribute to the organizational culture. This approach aids in identifying candidates who align well with the culture, which is paramount in all stages of a company’s growth.

Evaluating the Approach

There is likely a reason why businesses withhold information about their flexible work policies. Recruiters may feel that adhering to their employer's policies could hinder their ability to attract top-tier candidates, especially if the industry standard embraces extensive flexibility. However, misrepresenting the extent of flexible work arrangements is not a viable solution. Instead, businesses should reevaluate their standards.

Each business has unique requirements, some of which necessitate a greater in-office presence. Collaborative teams or departments might benefit from face-to-face brainstorming sessions more than teams operating more independently. However, if research indicates that competing organizations offer more flexibility, businesses need to be prepared to articulate their rationale – if they have one. If they do not have a sound business reason for their position, it might be worth reevaluating their stance on it.

The crux of reevaluating flexible work policies lies in comprehending the underlying reasons for these policies and effectively communicating them to new hires and existing employees. Candidates are more likely to accept limitations on flexible work arrangements when they perceive a sound justification from their potential employer.

Embracing transparency, nurturing a strong corporate culture, and critically assessing existing policies will help organizations manage expectations surrounding flexible work arrangements, thereby attracting the right candidates for the business.

------

Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

DivInc has announced a new program that will support BIPOC and women founders of social enterprise startups working on Web3 technology. Photo via divinc.org

Texas nonprofit introduces newest accelerator to be hosted in Houston this fall

apply now

A Texas accelerator that's focused on supporting traditionally marginalized entrepreneurs has announced its newest program.

DivInc has introduced DWeb for Social Impact Accelerator, a new program set to support BIPOC and women founders of social enterprise startups developing global solutions with DWeb and Web3 technologies — such as blockchain, crypto-asset, artificial intelligence, machine learning, augmented reality, and more.

The first cohort of the program, which is supported by the Filecoin Foundation for the Decentralized Web, or FFDW, will run from September through November at the Ion. Applications are open now.

"Through the DWeb for Social Impact Accelerator we are marrying activism with the decentralized web in a way that builds these startups and puts them at the forefront of solving society's toughest challenges," says Preston James, CEO at DivInc, in a news release. "We want to see our creative tech economy founders playing a major role in building and benefiting from DWeb and Web3 for the greater good. This partnership with FFDW is a huge leap forward in that pursuit."

The 12-week accelerator will support up to 10 companies, and, at the end of the program, each selected company will receive $10,000 in non-dilutive seed funding. In addition to FFDW, the program is supported by Houston Premier Partners, J.P. Morgan Chase & Co., Verizon, The Ion, and Mercury.

"A core part of FFDW's mission is education about the decentralized web," says Marta Belcher, president and chair of Filecoin Foundation for the Decentralized Web, in the release. "FFDW is absolutely thrilled to bring more diverse voices into the Web3 ecosystem."

No matter what stage your company is in, here's what you need to know about navigating a communications strategy. Photo via Getty Images

How to leverage communications at any stage, according to Houston expert

guest column

The significance of effective communication and its contribution to a company’s success are points regularly stressed by conference panelists and forum speakers. Yet for many founders it’s advice that fuels frustration for how to make communications a priority with a lack of understanding of the practice.

This article combines insights from investors, customers, advisers, and founders, with actionable recommendations that benefit both startups and growth stage leaders who are scaling the impact of their companies.

Why marketing communications is important

Marketing communications combines the use of messages and a broad spectrum of tools to communicate with target audiences in attracting customers, cultivating relationships, acquiring funding, increasing visibility, and growing influence.

To define marketing communications in singular terms limits its impact. “For some, communications is simply a pretty graphic,” says Adam Lipman, managing partner of Ecliptic Capital, “and they don’t think about the importance of communications that speak to the needs of their key audiences in language that will resonate with them.”

It can be tempting to jump straight to producing tools that you can touch, hear and see, but applying thoughtful strategies first has everything to do with how successful those tools will be.

A dangerous misconception

Regardless of how innovative your device, therapeutic or service, there is always competition, including the option of customers doing nothing. “We call it the good enough problem,” says Lipman. “If what’s currently being done is considered good enough, what is the incentive to improve or change it with your idea?”

Comparison is a common method for comprehending a disruptor’s unprecedented concept. Your wearable device that does something no one else’s does will, at the very least, be categorized and compared to other wearables. Your innovative concept for improving cardiovascular patient outcomes will be compared within the broad category of cardiovascular care. To believe there’s no competition to challenge your success, regardless of how unique, is a false sense of security that requires proactive messaging.

“If you don’t define your brand, someone else is going to do it for you, and it may not be what you want,” warns Tatiana Fofanova, co-founder and CEO of Koda Health.

The analogy we use when formulating messaging for our clients is to define their “seat at the table” so that no matter who or how many competitors are seated alongside them, the advantage their solution offers and the beneficial role they fill within the ecosystem is very clear.

Strategically connecting the dots

Distinguishing your company from its competition and motivating action on the part of investors or customers requires communication strategies that connect all the dots.

“Many entrepreneurs think their technology will sell itself,” says Michelle Stansbury, vice president of innovation and IT applications for Houston Methodist. “But for me to understand what we gain by utilizing their product, I want to know what problem are they solving. Does their product increase efficiencies, improve patient satisfaction, or answer a financial problem? Answering these questions is fundamental.”

In addition to messaging that clearly defines how your company is uniquely capable of delivering valuable solutions, it’s important to apply strategies for speaking your audience’s language and identifying the pain points you are capable of relieving. It also requires considering the perspective and experience of an audience’s different members. For instance, if presenting to an investor who is also a neurologist, sharing scientific data will be appreciated. For others, the why and how of what you offer may be better told through story.

The homework you do to fully understand your audience’s needs will not only produce beneficial insights but also demonstrate a level of commitment that can impress influencers and potential funders.

“I’m drawn to founders who want to walk in their customer’s shoes. They are generally deeply empathetic because they've spent time literally walking the halls with them and sat in the chairs next to them,” says John “JR” Reale, venture lead for the Texas Medical Center Venture Fund. “It’s very endearing to see a founder who wants to understand and continue to learn from who they want to serve.”

Actionable advice

Just as marketing communications is defined by multiple components, there are several actionable strategies for getting past the understanding phase. Here are three key recommendations to implement, whether a startup with limited resources or a company experiencing accelerated growth.

As a startup

  • Develop brand messaging that distinguishes your solutions from the competition and captures the compelling purpose and passion of your company’s mission.
  • Establish a working relationship with professional communicators. Though your budget is small, it’s a great way to develop trust and familiarity within the parameters of a single project for when greater resources allow expanded assistance in the future.
  • Identify each of your key audiences, including strategic partners, community influencers, and end users, as well as potential investors and other funding sources. The list may be daunting, so rank contacts in each category and unleash your entrepreneurial curiosity to research their needs and priorities.

The growth stage company

  • Invest in comprehensive communication consultation to elevate your startup marketing communications to the 2.0 level of expected sophistication. This is when the working relationship seeds you planted with a professional communicator really pays off. Trust has been established and there is a fundamental understanding for who you are and why it matters.
  • Just as your business plan provides vital direction, a strategic communications plan functions as an essential blueprint for achieving your goals, including connecting with target audiences, increasing visibility, marketing your company’s services or products, and strengthening your bottom line. Strategies should be tailored to your organization’s specific needs and identify the tools necessary for achieving success.
  • Prioritize and produce marketing tools identified in your plan that promote the company’s impact and build on the brand reputation it has achieved.

------

Kelli Newman is president of the Houston-based communication strategies firm, Newman & Newman Inc., where she leads a talented team of marketing professionals advancing the success of their purpose-driven clients.

Texas, once again, has been named a top city for starting a business. Photo via Getty Images

Texas ranks among best states to start a business

We're no. 3

For years, Texas has been lauded for its business climate being welcoming for new businesses and startups. This year's study shows that the Lone Star State has yet again made the list.

Texas ranked as the third best state to start a business in personal finance website WalletHub's recent list, 2023's Best & Worst States to Start a Business, with a score of 56.85 points. Texas ranked behind Utah, No. 1, and Florida, No. 2, and just ahead of Colorado. Idaho, Georgia, Arizona, Nevada, Oklahoma, and California make up the rest of the top 10, respectively.

The study looked at 27 key indicators of startup success across all 50 states. Texas was recognized for these factors in particular:

  • No. 10 – average growth in number of small businesses
  • No. 30 – labor costs
  • No. 10 – availability of human capital
  • No. 4 – average length of work week (in hours)
  • No. 14 – cost of living
  • No. 13 – industry variety
  • No. 31 – percentage of residents who are fully vaccinated against COVID-19
Source: WalletHub


Richard Ryffel, professor of finance practice at Washington University in St. Louis, noted the importance of policy in making a state a good place to start a business..

"Established businesses looking to expand might expand or relocate entirely based on the relative favorability of the local business climate," Ryffel says. "Recently, Texas, for example, has been the beneficiary of some significant business relocations based on its business-friendly policies."

The methodology of the study focused on three key dimensions — business environment, access to resources, and business costs — and 27 relevant metrics. Each metric was graded on a 100-point scale, and then each state’s average across all metrics was used to calculate its overall score.

In 2021, Texas ranked in the top position of WalletHub's study. Last year, the personal finance website looked at which cities were ideal spots for business launching. The report found that Georgetown as the best small city in Texas for starting a business.

Houston suburbs didn't manage to crack the top 200, but four were recognized amongst the rest of the best small business towns, according to the study:

  • Texas City , No. 202
  • Baytown, No. 267
  • Deer Park, No. 362
  • Conroe, No. 369
When it came to big cities, Houston ranked as No. 35.
Both Houston and the Lone Star State as a whole have been named top places to start a business. Photo via Getty Images

Houston and Texas recognized as top regions for startups, according to new reports

best around

When it comes to corporate giants, the Houston area has plenty to brag about: It’s home to the headquarters of two dozen Fortune 500 companies.

However, Houston can also boast that it’s one of the best U.S. metro areas to launch a business. Houston ranks ninth on a new list from the 42Floors real estate website of the top spots for new entrepreneurs. Austin lands at No. 3 on the list, Dallas appears at No. 8, and San Antonio winds up at No. 19. Las Vegas ranks first.

The website judged metro areas based on factors reflecting business opportunity and affordability.

“Starting out in a business-friendly environment, being able to afford a small office, or even having access to the right consulting services and networking opportunities can all contribute to your new business’s chances for success,” 42Floors says.

Among the factors favoring Houston are:

  • A cost of living on par with the national average, and lower than Austin’s and Dallas’ averages.
  • Average annual labor costs of $45,750 per employee, below the figures for Austin and Dallas.

Referring to Houston, Austin, and Dallas, 42Floors says: “As you might expect, each metro in the Texas trio offered a different context in which different businesses could thrive. For this reason, entrepreneurs will need to weigh the importance of affordability and opportunity for their respective business ideas.”

The presence of Houston, Austin, Dallas, and San Antonio in the top 20 of the 42Floors study underscores the Lone Star State’s standing as a top state for startups.

Job search platform Lensa recently ranked Texas as the best state to launch a startup. To developing its ranking, Lensa examined factors such as volume of new-business applications, corporate tax rates, and cost of living.

Texas earned a 7.09 out of 10 on Lensa’s scale. Helping driving that score was the 492,243 new-business applications filed in the past year in Texas, beating all other states except California and Florida. The application number “demonstrates just how many ambitious entrepreneurs there are in Texas,” Lensa says.

In addition, Texas lands at No. 2 among the top 10 startup states for the lowest corporate tax rate, at 3.95 percent, and at No. 3 among the top 10 startup states for the lowest cost of living.

Ad Placement 300x100
Ad Placement 300x600

CultureMap Emails are Awesome

Property Showcase

Rice University's edtech company receives $90M to lead NSF research hub

major collaboration

An educational technology company based out of Rice University has received $90 million to create and lead a research and development hub for inclusive learning and education research. It's the largest research award in the history of the university.

OpenStax received the grant funding from the U.S. National Science Foundation for a five-year project create the R&D hub called SafeInsights, which "will enable extensive, long-term research on the predictors of effective learning while protecting student privacy," reads a news release from Rice. It's the NSF's largest single investment commitment to national sale education R&D infrastructure.

“We are thrilled to announce an investment of $90 million in SafeInsights, marking a significant step forward in our commitment to advancing scientific research in STEM education,” NSF Director Sethuraman Panchanathan says in the release. “There is an urgent need for research-informed strategies capable of transforming educational systems, empowering our nation’s workforce and propelling discoveries in the science of learning.

"By investing in cutting-edge infrastructure and fostering collaboration among researchers and educators, we are paving the way for transformative discoveries and equitable opportunities for learners across the nation.”

SafeInsights is funded through NSF’s Mid-scale Research Infrastructure-2 (Mid-scale RI-2) program and will act as a central hub for 80 partners and collaborating institutions.

“SafeInsights represents a pivotal moment for Rice University and a testament to our nation’s commitment to educational research,” Rice President Reginald DesRoches adds. “It will accelerate student learning through studies that result in more innovative, evidence-based tools and practices.”

Richard Baraniuk, who founded OpenStax and is a Rice professor, will lead SafeInsights. He says he hopes the initiative will allow progress to be made for students learning in various contexts.

“Learning is complex," Baraniuk says in the release. "Research can tackle this complexity and help get the right tools into the hands of educators and students, but to do so, we need reliable information on how students learn. Just as progress in health care research sparked stunning advances in personalized medicine, we need similar precision in education to support all students, particularly those from underrepresented and low-income backgrounds.”

OpenStax awarded $90M to lead NSF research hub for transformational learning and education researchwww.youtube.com

2 Houston startups selected by US military for geothermal projects

hot new recruits

Two clean energy companies in Houston have been recruited for geothermal projects at U.S. military installations.

Fervo Energy is exploring the potential for a geothermal energy system at Naval Air Station Fallon in Nevada.

Meanwhile, Sage Geosystems is working on an exploratory geothermal project for the Army’s Fort Bliss post in Texas. The Bliss project is the third U.S. Department of Defense geothermal initiative in the Lone Star State.

“Energy resilience for the U.S. military is essential in an increasingly digital and electric world, and we are pleased to help the U.S. Army and [the Defense Innovation Unit] to support energy resilience at Fort Bliss,” Cindy Taff, CEO of Sage, says in a news release.

A spokeswoman for Fervo declined to comment.

Andy Sabin, director of the Navy’s Geothermal Program Office, says in a military news release that previous geothermal exploration efforts indicate the Fallon facility “is ideally suited for enhanced geothermal systems to be deployed onsite.”

As for the Fort Bliss project, Michael Jones, a project director in the Army Office of Energy Initiatives, says it’ll combine geothermal technology with innovations from the oil and gas sector.

“This initiative adds to the momentum of Texas as a leader in the ‘geothermal anywhere’ revolution, leveraging the robust oil and gas industry profile in the state,” says Ken Wisian, associate director of the Environmental Division at the U.S. Bureau of Economic Geology.

The Department of Defense kicked off its geothermal initiative in September 2023. Specifically, the Army, Navy, and Defense Innovation Unit launched four exploratory geothermal projects at three U.S. military installations.

One of the three installations is the Air Force’s Joint Base San Antonio. Canada-based geothermal company Eavor is leading the San Antonio project.

Another geothermal company, Atlanta-based Teverra, was tapped for an exploratory geothermal project at the Army’s Fort Wainwright in Alaska. Teverra maintains an office in Houston.

------

This article originally ran on EnergyCapital.

Houston investor calls for all angels to move the ecosystem forward

houston innovators podcast episode 233

One of the biggest components of a well-functioning startup ecosystem is inarguably access to capital, and Mitra Miller is dedicated to enhancing education around investment and growing Houston's investor base.

As vice president and board member of the Houston Angel Network, the oldest angel network in Texas and one of the most active angel networks in the country, Miller strives to provide guidance to new and emerging angel investors as well as founders seeking to raise money from them.

"Most founders have no idea or understanding of how investors think — we are not an ATM," Miller says on the Houston Innovators Podcast. "We are really partners you are getting married to for the next 5, 8, 10 years — sometimes longer. We need to bring your allies in every sense of the word."



HAN, a nonprofit, provides a unique opportunity for its members, as Miller explains. The group consists of around 100 individuals from all business backgrounds, so evaluating companies together brings more than just a wealth of capital — but also a wealth of knowledge.

"What HAN provides is access to investments," Miller says, adding that members have the benefit in evaluating companies together with people from different backgrounds. "Inside a group like HAN, we have extraordinary expertise."

In addition to educating both founders and investors in the process, Miller has dedicated herself to providing opportunities for students in low-income parts of Houston to learn about the startup world. Eight years ago, she founded Eagle Investors, an organization that provides a year-long program that culminates in a group of students participating as judges for the Rice Business Plan Competition.

"They spend a year learning about innovation, entrepreneurship, and investing by meeting local investors, entrepreneurs, and service providers. They go around Houston to get to visit and ... experience all of the ecosystem," Miller says.

At RBPC, the cohort of high school students evaluate the pitches and select a company to provide a $5,000 prize.

Miller herself has been a judge at RBPC for 20 years now, and she's had a front row seat for watching Houston develop as an ecosystem. She's seen the city make real progress, but has one major call to action.

"The piece that I am most aware of that I would like to see grow is activating more accredited investors who are interested in this asset class of early-stage companies and plugging in," Miller says. "They can also invest their time and knowledge to help companies in our region grow and scale."

View All Listings