Candidates: Are you interviewing and need support?
Bad hires happen, but the smaller the company, the bigger the issue. The employees you start your business with help you establish a company culture and are instrumental in steering your business where you want it to go. They will have a large impact on your company's future, making it essential to hire smart. Below are three traits Mark Newman, Founder & CEO of HireVue, recommends.
How Do They Handle Ambiguity?
Because your business is small, your existing team members will have a difficult time minimizing their contact with someone who irks them, which is bad for morale. If an employee has a hard time with change or criticism, they will be the downfall to your organization. Look for candidates who are easy going and loyal, but not complacent.Make sure new hires will fit in with the staff you already have but also bring something different and exciting. Find people who will make meaningful contributions to your existing team, can implement change and match the company culture you're creating.
At What Age Did They Start Working?
One of the first questions to ask a candidate is, “At what age did you start working?”Mark Newman suggests that, the earlier the age, the harder and more experienced the worker. However, that is not always the case. Make sure your interview is well rounded so you can get an idea of how a candidate works and if they have the right type of experience.Yes, degrees are important and you shouldn't minimize them, but experience is equally important. When a person starts working at a young age (15 or 16) they have an understanding of how to work hard and how to work with others. A college graduate may have a good education but have no experience working with others. Avoid the “resume is God”trap when hiring. Look outside the box when interviewing and ask the right questions.You want to put your best foot forward when starting a business and you need people who are passionate, hard working and willing to step up and shoulder a bit more responsibility, when necessary. Don't pick a candidate because they have the perfect education; sometimes work experience brings more to the table.
What Makes Them Passionate?
Whether it is a traditional encounter or a virtual interview, the interview process is only as good as the questions you ask. Don't spend a lot of time on work history, schooling or previous employment because that information is on the candidate's resume. Instead, try and determine who they are, who they want to be and how they plan to get there. Find out what drives them to get out of bed and go to work every morning.
Hiring for startups can be tricky since every employee's contribution will be crucial and noticeable. But with a bit of caution, you can assemble your own dream team and give your new venture a great beginning.