Biggest Challenges Faced By An HR Professional For Startups At TriNet Inc
Anthony's biggest challenge is quickly building trust and rapport with complete strangers to the point where they're comfortable sharing sensitive employee data, going from "stranger to like bestie." This requires a strategic approach involving valuable touchpoints, relationship building, and identifying "sales triggers" by researching potential clients and inferring their pain points to offer empathetic and targeted solutions.
Relationship Building, HR Solutions, Sales Strategy, Client Acquisition, Needs Assessment
Advizer Information
Name
Job Title
Company
Undergrad
Grad Programs
Majors
Industries
Job Functions
Traits
Anthony M. Gonzales
HR - Start-ups
TriNet Inc.
Arizona State University (ASU) - W. P. Carey
Arizona State University (ASU) - W. P. Carey, MBA - Supply Chain
Entrepreneurship
Consulting & Related Professional Services, Insurance
Sales and Client Management
Pell Grant Recipient, Took Out Loans, Student Athlete
Video Highlights
1. Building trust quickly: The biggest challenge is rapidly building rapport with new clients to gain access to sensitive employee information.
2. Balancing efficiency and cost: The role requires minimizing touchpoints and expenses while gathering comprehensive employee data.
3. Value-driven outreach: Success relies on identifying pain points and offering relevant solutions to potential clients, demonstrating value from the first interaction.
Transcript
What is your biggest challenge in your role?
My biggest challenge is going from, "Hey, stranger, I've never met you," to, "Can you give me a sense of all your employees, their names, birthdays, titles, locations, and what they're responsible for at work?" I have to go from point A to point B in a short amount of time, with the least amount of touchpoints, while spending as little money as possible for my role.
It's essentially going from stranger to bestie: "Give me all your sensitive company information." That's what my job is. I do this through having touchpoints, delivering value, building relationships, and making sure I have sales triggers that justify and warrant why I'm reaching out.
For example, I might say to a Chief of Staff: "Hey, I'm reaching out because I see you don't have an HR person, so I assume a lot of HR responsibility falls on your plate. I also see you have 17 employees spread over six states, which is a lot of employee handbooks to juggle. Does that fall on your plate?"
This kind of outreach offers value. I've spent time looking at their company, deduced some things, made inferences, and guessed hypothetical pain points. Then, I ask an empathetic question like, "How are you hanging in there?"