Bringing the right new people on board is important for any business, but for startups, the stakes become even higher. Why? Because with such a small team, each new person has to be able to do their job while also filling in elsewhere as needed, which often means wearing several hats and working long hours. What's more, they have to do all of that while also getting along well with everyone who's already working there. So how can you ensure you're hiring the right candidates? Here are a few questions to ask yourself throughout the hiring process:
Are They Qualified?
The first necessity, of course, is that the person you're hiring is qualified for the position. And, again, due to the company's size, "qualified" may mean something completely different to you and your business than it does to a larger corporation. When hiring a Web developer, for instance, you'll obviously need to find someone with expert coding and programming skills. However, your particular company may also require a person who can create Web content and design graphics. Decide which specific skills are most important for the role and which ones you'll feel comfortable training a new hire on. Then, take your time looking for someone with the qualities you need.
Are They Passionate?
Passion is a key facet of any successful business venture. That's because without passion, long hours and hectic work days become more of an obligation than a means to an exciting end. For this, you'll need to look to your company's values and why you're developing a product or service. What is it about your company that you really care about? Once you understand that, you'll be able to look for people with a shared passion.
Are They Professional?
Back to basics: Even the most casual businesses and offices (think Buzzfeed or Apple) understand the value of professionalism. Many startups have informal dress codes and office cultures, but that doesn't mean prospective candidates should show up in jeans and flip flops. Opt for candidates who dress well, look put together and know how to promote themselves professionally in resumes, cover letters and business cards.
Do They Jell?
Startups are typically tight-knit teams that rely on their creative chemistry to make the business successful. If a candidate is perfectly qualified but doesn't seem like the right fit for the team, it's OK to move on to someone else. If you particularly liked someone during an interview, it's never a bad idea to have other team members (especially those with whom they'll be working closely) perform second and third interviews. You'll feel more confident hiring someone who multiple people like.
Do They Check Out?
It's not exactly a secret that people lie on their resumes and cover letters. Be a little skeptical of everyone you consider hiring until you check some references and do a little research. Read resumes and cover letters carefully, look at candidates' LinkedIn and other social media profiles, and do an online search. Whenever possible, ask to see work samples that can help you verify a person's abilities.
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