When it comes to finding help to bring your ideas to life in a new startup venture, who to choose to join you is always a road laced with interviews, firings, and headaches. So after receiving a stack of applicant resumes, each one more qualified than the last, how do you decide who to move forward with?
Below are 4 tips that employers should look for while hiring startup staff that will push your new startup from rookie status to unignorable.
Can the candidate offer a further understanding of your clients’ needs?
Having a background in what the client field represents is a huge plus for your startup. Having the client feel deeply understood in what their needs are will result in them feeling better cared for with you.
A solid understanding of who exactly you are catering to is needed for any employee, and the more well versed that candidate is in the area you need covered, then the happier the client will be with the outcome of the work.
Will this candidate genuinely show care for their work?
Proof of an entrepreneurial spirit in your candidates is a big plus because it can result in work that is all that much more quality driven.
Having employees take initiative and work primarily as self-motivators is the desire of any staff manager. The more self-starting your employees are in the workplace, then the more high quality work will flow from your team, and self-motivation comes from having an actual desire to care about the work.
Will this candidate be fun for others to work with?
Think of the old adage: “All work and no play makes Jack a dull boy”.
Picking up qualified candidates who also have fun and unconventional personalities is a big plus to create a fun and creative environment for your staff to exist and work in. The more fun your staff has in the workplace results in more care about the work, which will result in higher quality work that leaves the office.
Hiring “individuals” rather than just “employees” is an over looked part of the hiring process. A work environment that lacks any fun personalities can actually stifle creativity and lead to a dry up in the work flow of your startup.
Does this candidate remind you of “You”?
“If you want something done right, then do it yourself” is a mindset that as the hiring manager, needs to be eliminated.
Comparing your own credentials to that of your candidates is a harmful idea because you are overlooking the gaps that you may possibly have in your own experiences. To remedy hiring copy-paste versions of yourself, seek diversity of experiences.
Stretching out your coverage of experiences opens the doors to that many more opportunities for your startup to do well in. Hiring staffers that have each “been-there” and “done-that” is always a big plus.
Hiring the ideal staffers for your startup venture is never a simple ordeal, but looking for individuals rather than just bodies-to-fill-desks will push the quality of your startup’s work to become unignorable to your market.
