Kids and Computers

I got into computers fairly early because of my father. He went back to university in 1986 in his early 40s and did a BSc. in Computer Science. I was 11 years old. Our first computer was a PC of some kind; I don’t remember what it was, but I remember it was expensive, $7,000+ or so. My father then went on to work “in computers” for 15 years. I say “in computers” because that’s what everyone called it back then, it was easier than explaining what he really did.

Strangely enough, I didn’t really get into programming. I’m not sure why, it seems like it would have been a natural fit. But I did get a very healthy appreciation for technology, and was well ahead of my friends. I remember BBSs and later on MUDs (which I still love, although don’t play. I even started coding in C and C++ for a MUD that I was running; it was insanely fun.) I remember going to a summer camp where we learned Logo.

At the time, computers weren’t particularly prominent in schools. They existed, but all we were really doing was word processing. I remember Typing Tutor from “computer class” in high school where kids were just learning how to type. Pretty silly by today’s standards.

Today, my seven year old son in Grade 2 has computers in his class. Some schools are experimenting with iPads at even younger ages. A lot more kids will grow up with a lot more technology. That’s a given; there’s a lot more technology that’s easily accessible. But unless the education system starts teaching programming in schools, a lot of that technology will go to waste.

Almost five years ago I wrote 10 Things They Need to Teach in Highschool. I should have put programming at the top of the list, instead of the bottom.

But more than teaching programming, we need to encourage and incentivize kids to create things. Build things. Invent things. Knowing the mechanics of coding is one thing, but being inspired, motivated and rewarded for building stuff is key. That’s what will help create more entrepreneurs. Entrepreneurs are builders. We like to build things. I was inspired by my parents and what they had done as entrepreneurs, and I’m sure there’s some genetics involved as well … but kids spend so much time in school and can be so influenced by their years there that I’m certain more could be done. Teach kids to code. And teach kids to build. Actually, I think most kids already know how to build, and a lot of kids want to build stuff … but they need the educational system to endorse and reward their activity, otherwise they can’t get through the system successfully. It’s not as simple as saying, “get out of the way” because the system is the way, and at least while kids are in school (particularly in the earlier years) they have to play by the rules. So the rules need to change.


One Customer Doesn’t Make a Market

These days, most entrepreneurs I talk to understand the importance of speaking with customers before building a full-blown product. They’re getting out of the building. And that’s great. A few years ago it wasn’t like that at all.

But unfortunately, I often speak with entrepreneurs that have only talked to one or two customers. That’s not nearly enough. The danger in speaking with too few customers is that you bet too much on too little data. If the first customer you speak to loves your idea and you put blinders on to go build the solution, you haven’t eliminated any real risk. You’ve just found one potential customer. Chances are you don’t even understand the problem well enough to solve it.

A customer that says, “That sounds cool,” or “That would be really useful,” is a lot different than one who says, “I’ve tried solving that problem in a few ways, and looked at five different solutions, none of which really addresses my problem.”

You need to find out if the customers you’re speaking to have ever tried to solve the problem on their own and/or if they’ve gone out and looked at other solutions. If they haven’t done that, there’s a very good chance the problem isn’t big or painful enough. Ask them straight up, “How have you tried to solve this problem before?” Don’t be shy about it.

Consulting companies that want to convert themselves into product companies run the risk of building a product off too few customers. They get hired to build something, and assume there are no alternative solutions that are good enough. They deliver the solution and then decide that there must be a whole bunch of other customers out there that need the same thing. Maybe. But maybe not.

In my experience you need to speak with at least 10-15 potential customers before you can see any significant patterns and get any real clarity. After 10 or so interviews you should have a good sense as to whether or not the problem you’re proposing to solve is important enough.

One customer doesn’t automatically represent a worthwhile market. It’s just one customer. And you need to know why they’re a customer (or a potential customer) before making the big assumption that they represent a full-blown market. If they became a customer because they didn’t know any better (never bothered looking for something else), or they’re your friends, or some other non-replicable and scalable reason, you could be in trouble.


The Resume Black Hole

black hole

Anyone that’s ever applied for a job has experienced the resume black hole. You apply for a job and don’t hear anything back (you might get an automated “thank you”). After a few days you send a follow up message (if you can find an email address) and wait some more. Nothing. No word whatsoever comes back.

It’s demoralizing and frustrating. And it’s insanely common. Too few companies take the time to respond to applicants in any way whatsoever.

The task of sending “thanks but no thanks” emails is time consuming and unpleasant. I always feel like the bad guy doing it, and struggle with what to say. I want to be honest and fair without making people feel shitty.

Some companies get so many resumes (hundreds / application) that it’s almost impossible to respond to all of them. I don’t see that changing in the future (even if it should.) They could setup automated email systems that are triggered as they’re changing applicants’ statuses in their back-end systems, so at least applicants get something relevant, and not totally generic, but most don’t put in the time or effort to do so.

For companies that get fewer applications, you should make the effort to respond to everyone. I tend to write very simple and short emails in these circumstances. Occasionally applicants will reply and disagree with my assessment, sometimes quite nastily. Don’t get into an email flame war with applicants – you can’t really win that battle. Either ignore the email, or reply with another very clear, “thanks, but no thanks” message. Some applicants will reply and genuinely ask for help, curious about what they should do to improve their career opportunities going forward. I have no problem responding to these kinds of emails with suggestions. Just because someone isn’t qualified today, doesn’t mean they won’t be qualified in the future. And it doesn’t mean they’re not qualified for other positions and can’t be successful elsewhere.

I don’t think brands / companies really get hurt by the resume black hole. Too many companies have them; if brands really did get seriously damaged by the resume black hole you’d see the impact. It’s just not there. The resume black hole – unfortunately – is the status quo. If a company goes beyond that in its poor recruitment and hiring practices, it can absolutely have a negative impact on their brand. The flip side is also true — eliminate the resume black hole and you’ll be rewarded for it in the public eye.

Black hole image courtesy of Shutterstock.


About Ben Yoskovitz
I recently joined GoInstant as VP Product. GoInstant changes how we use the web, making it shareable like never before.

I'm also a Founding Partner at Year One Labs, an early stage accelerator in Montreal. Previously I founded Standout Jobs (and sold it). I'm a hands-on startup guy, helping companies grow successfully from the idea forward. You can reach me at byosko at gmail dot com.

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The opinions and commentary on this site are mine and mine alone. They do not necessarily reflect the opinions or positions of my employer, GoInstant.