Taking a business idea from concept to a full blown company is something that most entrepreneurs will agree isn't easy. Not only does it require funds, time, marketing and resources, to be truly successfully, you also need talented employees to help create your vision. However, when you’re an evolving and growing startup, finding the perfect fit for your business (or even knowing what that looks like) can be a challenge. Who Should You Look For? As a startup ourselves, we know the struggle. It takes time to really decipher the qualities necessary to succeed in an environment that’s constantly changing and what’s more, these often vary by industry. However, there are some attributes that tend to be universal and often, can indicate a valuable hire. First, look for flexibility. When interviewing someone, look for answers that suggest the nimbleness necessary to succeed in the startup world. Unexpected obstacles and pivots are almost an absolute as a company establishing itself. Job descriptions change, the market changes and multiple hats are often required. The ability to get through these with agility and quick-thinking are a necessity. Second, seek out candidates that aren’t afraid to be decision makers. In other words, in an environment where moving quickly can mean the difference between meeting a milestone and losing loads of time, hiring employees that aren’t afraid to operate with a level of autonomy is key. What Should the Interview Process Look Like? The market is typically what dictates the overall process as far as length and scrutiny go. But the important thing is to ensure that you’re not overthinking it or over-delegating decision making power and responsibilities. In other words, having multiple members of your organization involved in the hiring process is absolutely important. But too many hands in the pot can slow things down, giving candidates incentive to move on to another company. When hiring, time is of the essence. Here at Hivewyre, our interview process looks like this:
  • Recruiter sources candidates
  • Potential new-hire is identified
  • Phone Screen (about 20 minutes, introducing company)
  • In-Office Decision Maker Interview (about 30 minutes)
  • In-Office “Quality Control” Interview (about 30 minutes, with decision maker #2)
  • Offer Letter / Negotiation
Checking Your Pulse Once you have a hiring process in place, remember— don’t get stuck! Constantly challenge what you’re doing and remember not to get in a hiring rut, preventing you from utilizing other avenues and methods to source great candidates. Try new things, stay up to date on your industry, talk to recruiters in your field, and see what other hiring managers are doing that’s working. The market is constantly changing and moving faster than ever. As such, if you’re not willing to reflect on what you’re doing and to utilize hard data to evaluate success, you’re going to fall behind as an organization. Figuring out what the perfect mix of experience, education and knowledge looks like for any startup can be far from simple. But by keeping a close eye on your strategy, overcoming challenges, and learning from failures, you’ll be able to fill your company with strong players that will have the capacity to move the needle.