Employees form the spine and size of startups, meaning each individual bears a heightened responsibility towards the company, regardless of their job scope. While exaggerative to say that a startup hiring will be dysfunctional without one of them, the lack of good employees undeniably impedes growth. Every poor hire means that your startup’s resources are not being maximised. Inefficiency today may lead to potential damage tomorrow. However, startups can sieve out the ‘bad apples’ – those with a dazzling CV, but without solid skills or character.
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Here are some golden tips for hiring a strong startup team:
Do not compromise on your selection criteria
The startup hiring process begins even before the handshake. It is crucial to polish up your selection criteria beforehand. The benchmark must be reasonable and inclusive of important traits, but also rigorous, such that not many will cross easily. This will help you to streamline your candidates in your desired direction
The tightening of your preferences is contingent on the number of candidates. On the other hand, do not be discouraged in the event of an excess of the inadequate, and do not relinquish your efforts. Reassess your selection criteria. Make sure it is evenhanded, before pressing on to find more candidates.
Test out the skills that you actually need for the job
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Google has an unusual hiring process for their software engineers: while the interview is being conducted via video call on Google Hangout, the interviewee and interviewer will be on the same Google Doc document. While typing out the computer codes, the candidate has to concurrently explain his or her thought process.
For technical and hands-on jobs, it is especially important to affirm whether or not your potential hire has what it takes. Even for marketing positions, companies can test the abilities of candidates by probing for what they plan to achieve in the company. This way, it shows their understanding of the industry, and also their capability to innovate.
Let them ask you questions
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If you have been to an interview, you would likely have been asked, “Do you have any questions for me?” Seemingly insignificant, this question is loaded with importance—it reveals how prepared the candidate is, as well as his or her cognitive level. Moreover, it shows that your candidate is inquisitive and looking at understanding more about the company and their goals rather than assuming them.
However, depending on the character you seek, and the type of interviewees that you have, you may expect different questions. Do a mental list of what type of questions you are expecting before you begin the interview.
Asking the same question more than once
If a principle is ingrained in a person, he or she will be staunch in response to the same question, even if asked more than once. Also, if someone is being truthful, he or she should not have to change the story on every recount. By asking the same question more than once, you can ascertain the candidate’s honesty, and estimate how strongly he or she espouses his or her values.
You can furtively slip the question in again by tweaking the phrasing. Otherwise, not only does it make you look silly, but your candidate may also detect your attempt, which will make your assessment of his or her answer difficult.
Give your candidates homework outside their job scope
For startups, there could be a chance that your potential hire may have to dabble in ad hoc tasks. Moreover, the startup world is brisk, and a fast learner can cope better with the bombardment of challenges, using less time to understand the problem.
After the interview, task your candidate with something outside the delineated job scope. Try to grasp the candidate’s ability to respond quickly to new situations. They may have to call up their friends, do a search online, or extract the solution from a book. But, if they can do it, it shows they have the motivation and attitude to deal with unforeseen challenges.
There are far more ways for startups to creatively interview candidates. The most critical, yet difficult aspect of the recruitment is not the processes used, but knowing who to hire. Strategies are merely tools to identify the best candidates. If your principal selection criteria are misguided, then no matter how you test your candidate. He or she is not going to be the best match for your startup.
This article is contributed by online cashback site ShopBack.