Start-Up Chile 101: Everything You Wanted to Know About Living, Working and Doing Business in Chile by Nathan Lustig

Author:Nathan Lustig [Lustig, Nathan]
Language: eng
Format: epub
Publisher: Nathan Lustig
Published: 2012-12-16T16:00:00+00:00

3. Don’t be like the locals: classism

Latin American countries have varying degrees of classism, which precludes some of the best people from top jobs in traditional companies. Or precludes them from advancement above lower level jobs.

50% of Chileans earn minimum wage. 90% earn less than $1400/month. Hire the best people, give them paths to advancement and you’ll find an enormous untapped pool of great employees. Bonus: if you treat them well, they’re more likely to be loyal since you gave them an opportunity.

4. Don’t be like the locals: university degrees

Most large Latin American companies won’t even look at a person’s resume if they didn’t complete university. Or just as bad, didn’t go to one of the top 2-3 universities in their country. No degree/lower tier university=low wage work for the rest of your life.

Some of our best employees didn’t finish university, either because they ran out of money, had to start working to help their families or weren’t prepared to succeed in university when they were 18-20 years old. But they’re brilliant and hard working. Give them an opportunity and you’ll likely have a loyal, hard working employee who is just as qualified, if not more so, than someone who did finish university.

5. Don’t be like the locals: company culture

Most Latin American companies value copious in office face time, rigid rules, punish failure harshly, require employees to punch the clock….literally. Many rule by fear and don’t offer opportunities for advancement.

Show that you value productivity, allow flexibility, allow space for small failures and attract great employees.

6. Give talented people something fun to work on

Like the US, many big companies in Latin America are extremely conservative. A programmer can work on maintaining old code from the early 2000s, or they can come work on the cutting edge, learning something new every day. Show you offer these opportunities.

7. Train and teach your employees

Many Latin American large companies don’t push personal growth and employees can stagnate, doing the same thing over and over. Emphasize that you train your employees and teach them the newest tricks of the trade.

8. Culture of promoting from within

Most large Latin American companies don’t promote from within. If you start in an entry-level position, you’ll maybe get a promotion or two, but you’re not going to be able to advance very far. Show that you’re different.

9. Don’t be like the locals: corporate culture fit

In Latin America, like the US, “can I have a beer with that person” is one of the bigger, yet unspoken, hiring criteria. In Latin America, so many smart, dedicated, people get passed over if they don’t fit the prevailing culture. I think this sentiment is even stronger than it is in the US.

10. Hire women

Latin American companies can be infused with machismo. Promote a more even culture and hire smart, dedicated women and you’ll be successful.

11. Interview for culture and test

More people in Latin America prefer a more laid back lifestyle than people in 2017 USA. And that’s fine. But it’s better to be sure that

Download

Copyright Disclaimer:
This site does not store any files on its server. We only index and link to content provided by other sites. Please contact the content providers to delete copyright contents if any and email us, we'll remove relevant links or contents immediately.