Hiring for Startup Companies
Recruiting can be equal to or greater than all big challenges combined for CEOs of startup companies. It’s not enough that you’re raising money, closing deals, conducting sales calls and finding partners. Just add recruiting. Should be easy right? After all, you know exactly what you’re looking for. But…do you know how to find it? Herein lies the key in Hiring for Startup Companies. Ask yourself again, do you really know how?
You’ve spent the time creating a very appealing ad that is incredibly specific outlining your expectations. In no time at all, volumes of resumes pour in from applicants eager to tell you all about what they bring to the table and why you’d be a fool not to hire them. After all, their track record speaks for itself.
If you’ve received an application from a big company executive who’s managed 100’s of people and millions of dollars, don’t think you’ve hit the jackpot just yet. Remember, you’re a startup with goals of becoming the next big company. While his or her expertise may look shiny and appealing, how well are they really going to fit an environment that is still building processes and establishing ways to generate revenue?
Can they build something from nothing? Will they come in telling you what to do because it worked in their previous company? Is this a candidate with a ‘my way or the highway’ attitude? Are they adaptable to change? Can they think big and manage small? Will they dig in and get their hands dirty to take you to the top?
Here are some best practices we’ve put together about Hiring For Startup Companies —
Startup Experience – There is no hard and fast rule when it comes to hiring for startups because every business has unique needs. While it is not a must to consider only people who have startup experience, you want to be extra diligent when considering people who have worked exclusively for only large corporations.
It is best to present candidates with specific questions to hone in on how they will conduct themselves, in order to determine if they will be a fit. Do they have the industry knowledge? What specific skills do they have that allow them to hit the ground running? How is their attitude towards work? Are they an effective and contributing team player? Can they take the lead when asked?
Small Business Experience – Have a thorough look at these candidates. Chances are good that they are interested working in small teams and having a wide variety of responsibility.
Personal Interests & Projects – What you’re looking for is people who are dedicated to trying new things, learning, getting out of their comfort zone and working hard.
International Experience – People’s experience in foreign countries and different cultures is always interesting. It adds a different dimension to people’s worldview that can be very valuable for a startup. Startups that focus their market too narrowly can get themselves into trouble very quickly. Broader, international experience is an interesting, potentially valuable component to a startup hire.
Hiring for Startup Companies — Your Online Presence Helps
Social Media Presence – You can often find links to people, their projects, blogs, etc. through Google or on LinkedIn and Twitter. A complete lack of a social media presence or a completely inactive one is potentially a red flag.
Creativity – Creativity is a huge asset in all employees. You should ask people to demonstrate their creativity when they apply. It’s a great filtering tool. If you ask people to do something out of the ordinary and creative with their job application and they don’t, you can scrap them immediately.
The Recruiting Process…
Most CEOs and founders aren’t equipped with an HR background If they are, they will be busy with other processes that recruiting does not get the attention it critically needs.
Adding to this is the classic comparison of book smart versus street smart. If you think one tops the other, you may want to rethink that. Here’s the deal. One’s ability to fit into the culture is key. There is no greater defeat than just throwing a body at a job.
Reference Checks are a Must!
Never skip this process. While your gut instinct may have a pretty terrific success rate, the cost of being wrong even one time can have significant negative impact.
YOU know your business best. YOU need to dig deep when recruiting.
Come to the reference table armed with these questions:
- Was there ever any issues between them and other colleagues? Did you ever feel like they participated in gossip or used ‘chatter at the water cooler’ to get things done?
- How humble are they? Can you show some examples of them being a top level leader?
- Do they put the company before their own success?
- Did they do what they say they did? (Use examples of the success stories they presented in the interview). Make sure they aren’t taking credit for something they had a minimal role in or didn’t contribute to at all.
- Are they comfortable getting out and making things happen? Do they bring good ideas to the table? Or do they let everyone bring the information to them?
You get the idea. You want an ideal fit as much as you want relevant and quality experience.
We hope this guideline in hiring for startups helps your brand new company! It is so critical to get it right when hiring your first few employees. You owe it to yourself to recruit the absolute best you can find.
If you need a Vancouver Recruiter to guide you further into this process of Hiring for Startup Companies, call iLink Global Recruiting Inc. to talk to Ria about your needs.