To Hire or Not To Hire?
 

Helllo All:

I have been discussing with colleagues the merits of hiring others from the previous industry experience vs those without industry experience?

I am confident that all managers would agree that the "Best Fit" is most important, however do you think it is better to:

1. Groom an employee with the right tools the way you want them to be trained? Yet, run the risk of a longer training curve? Lack of long term commitment to the adult industry etc.

2. Hire an industry experienced person and run the risk of higher salary expectations, poor reputations, "burning bridges" with possible trading partners, additional fees for moving expenses etc.

What do you all think?

My advice is not to think about the general cases here. If you pick one strategy, and ignore the other, you could overlook the right person. Why not take each case on its own merits?

does she have nice tits?

hire her.

It depends what they've done in the industry and what position you're hiring for. There's alot of people in this industry, but I doubt most of them are actually qualified to work with a company.

Well said!

It really depends on your company and the person you're looking to hire. We prefer to hire people who don't have adult experience. We find its easier to educate them to our way of thinking. One one hand we miss out on industry "gossip" this way but atleast we're not squabbling much about the direction we should go in. Bring them in young, inexperienced but smart and ethical.

nice tits go a long way in this business

hey hire an industry person so he can steal your ideas and open up his own affilate program

Depends on the position. At the end of the day though, in this business, anyone that would be the best employee is the same person that should probably already be on his way to starting his own biz. If you are content with being a springboard - hire from within.:2 cents:

PS: There's nothing wrong with being a springboard.

grow your own

Nobody steals ideas in this business.

Albert, just hire me! ;)

Cheers,
Matt

Try Adult Worker and forget about your problems :thumbsup

I've tried to hire people from outside the industry with no experience. It's VERY tough to get someone to learn the industry for a job these days. to learn this industry right, I think someone needs to have personal interest in it. You are better off hiring someone who has been in this industry at least 8 months.

show them the way and they will be loyal.

Go with your gut. Interview the person. There are only trials and errors out there. If you have to hire, you will have to take the risk. Who knows, maybe the person will work out and if not, move on.

Thanks for posting that :thumbsup

No really, I mean it.....I saw that site awhile back and didn't book mark it, and when I went looking for it again all I could find were job boards.

I'll be in touch

http://cecash.com/agent69/

watch this to see what happens when you hire people.

I tried teaching this shit to an industrial engineer once... After just a few hours I had a fucking soar throat explaining everything... Then I finally realized just how much fucking information was in my head -- it just wasn't worth the effort explaining it all...

Depends on the position. Answering phones requires no adult industry experience does it! lol

Anything other than that, I'd say hire someone with experience, and check referances.

m0rph3us that video was hysterical!

"Almost" being on the employee end of this biz a few times I'll offer some suggestions... I've worked for lots of computer companies outside of this industry too... what a new employee will see on the inside can vary dramatically...

1. First offer enough money or some kind of $ incentives... If you are hiring someone from the industry, what happens 6 months down the line when the employee has invested his/her income into content and is making sales -- what makes them want to stay? Maybe a cool work environment...?

2. A hot computer ready and waiting when they first sign on. If there's no computer and desk waiting -- it's a bad sign for the new employee.

3. Get all the salary, non-disclosure, contracts, blah taken care of the first day. They need to know when the first paycheck comes.

Realistic non-compete agreement. This is pretty self-explanatory -- the employee is obviously going to engage and is already engaging in competitive projects...

Most real companies offer a sign-on bonus to headhunters... If I find the job myself -- I expect some kind of up-front bonus. I just won't take the job as seriously. Ideally a hot new employee should get a laptop -- this solves #2 and #3 in one swoop.

4. Relocation assistance. Eek. It's hard to expect the employee to come up w/ rent for a new apartment, new internet access, first, last, security deposit, new car insurance, new tags, etc. etc. Obviously they are looking for money in the first place if they need a job -- a new job should not be a financial investment. Moving is a monumental task. The person is obviously uprooting their life -- you have to make some kind of commitment otherwise it's not worth the risk for the new employee.

5. A real office. Who cares if you are boring and you like to work in a white room w/ pale lights... Nobody enjoys working in an office like that. If the work area doesn't have windows, good lighting, fresh air, some plants, etc. -- I definitely subtract points. Also noise pollution is a major factor. Hummmmmmmm is not really a good sound day after day -- makes you tired. Office layout I think is a difficult balance between open group synergy and some sense of personal space that makes work enjoyable...

6. Flexible hours. Jobs where I can come in late and work late, or the other way around... depending on your mood...
:thumbsup

I hear Lilbitch is availiable.

Thanks for the good advice.

Good one morPEEus!

I was looking for that.

Did you ever pay the spammer you hired and tried to fuck?

damn sharky getting mad

Thanks for reminding me, I'm interviewing three people Monday and three Tuesday.

I always go for the best person in terms of personality, intelligence and knowledge. Then I train them up to work my way, when they have that mastered I let them develope their own style.

It depends on what you want them to do and how long they take to learn.

It really depends on the situation... We have had great luck hiring designers that have never worked in adult before but marketing people are a whole different breed. Trying to teach someone all of the different marketing methods, payouts, and even just generally how to carry themselves in the industry is a huge undertaking. Unless they are a hot chick it's probably not worth it (hot chicks have a way of bringing in sales even when they have no clue). That stuff literally takes a year to really learn and utilize. In that year you could have someone making deals and bringing in lots of business and if they are any good at all they should have earned you more than whatever extra salary you are having to pay them by the end of that first year. :2 cents:

Albert,

Here's my expierience hiring people.

If I hire someone who knows the job and needs no training it sometimes comes with an attitude that I should leave them alone and let them do thier job.

This is not always a good solution because it gets in the way of my business growing.

If I hire someone with growing skills for the position they usually listen to what I want and work hard to prove they can do the job. Even if they are challenged on some aspects of the job.

If I hire someone with no expierience and try to teach them then they always seem to have a crutch under them and they bug the shit out of me asking questions all day even after they have been employed 6 months.

But all in all it mainly goes to the personality of the person. I did hire someone one time that wanted to learn and they became the best employee I had.

Every perspective employee should have a good interview and you should be able to pick from the interview process who's going to fit in right with what your looking for.

Never dismiss anyone until all interviews are over. The least knowledgable can become your diamond in the rough while the most knowledgable will cost you more and come with an attitude that will hinder your business.


JFPDude

:1orglaugh :1orglaugh
That shit's good :thumbsup

That shit's also pretty old. :)

It really depends on what you are hiring for, though I've found that in 99% of the cases the best employees have at least a working knowledge of what they are about.

yup, always go with the nice tits. :glugglug

:1orglaugh :1orglaugh

It's like an old bottle of wine. It gets better and better for every year that goes by :winkwink:

Microsoft has an interesting way of doing it and I have used it successfully.
Make sure the person can do the job from day one. If you are hiring a designer make sure that designing something is part of the interview. This works for lots of stuff. Giving a telemarketer a phone and script and saying, "here you go", saves a tons of time later.

Taking it on a case by case basis is sound advice; but take it a step further. I use to recruit and hire a variety of professionals and I can tell you from experience hiring from with in an industry is for the most part a better, safer, and cheaper bet.

Now with that said it is up to the person doing the hiring to conduct a thorough reference check to avoid any inconsistencies. If you take the time to do this now you will not be kicking yourself later! If you want it I still have the form for the "LEGAL" reference check I use to conduct. The last thing you want to do is ask an employer the wrong question and disqualify that person only to find out later that you could not ask that question by law! and you find yourself in court.

Finally, if you do hire outside the industry make sure that person has a passion for the job first. Second, that you have someone on staff that can take the time and energy need to bring that person up to speed. And Third a formal job description so that the new hire fully understand what is expected of them!

Good Luck and let me know if I can help further!:2 cents:

I agree. with Charly

The only people I would Hire in the biz are the programmers etc.

As far as sales go find someone from mainstream who understands traffic etc. or teach them from scratch.

what kind of salary do programmers expect these days ?

Very Well Said!!

I've yet to meet anyone from mainstream who knows what the word traffic even means. :1orglaugh

When people are hired from one adult company to another, I have seen what appears to be a higher rate of turnover. I can think of a LOT of names but I will refrain from posting them here. :)

I may be wrong but I personally suggest hiring a fresh face, training them, and so forth. I have an "assistant" that I am grooming for this business and she travels to the shows with me, sits in on the discussions, and takes notes so she can learn.

So your looking for a job:winkwink: