Creating a startup can be magical in the beginning. The birth of a new idea is becoming reality and everyone is optimistic; the energy is on full throttle and you are ready to conquer the world and build something great. Most of the daily tasks can be done by the founders… But what happens when you are stretched, have a limited budget and cannot do it all on your own?
It’s time to hire. The hiring process can be daunting especially at the beginning. Below I will discuss with you three key components that will help you to find the right people to help take your startup to the next level.
Three Key Components to Hiring
1. Understand their “whys” – Most people interview well and typically say what they have to in order to get the job. Sometimes it can become a game for people. They may or may not really want the job but figure since they are out there trying to get a job that makes them look like they are not lazy. We want to screen out these people.
Key number 1 is understanding why they want to work with your startup. The “whys” are arguably the most important factor. You don’t want someone working for you that is only there for a pay check, particularly with startups. When creating a company there are so many trials and tribulations. Most people cannot handle the day to day uncertainty of a startup. One minute things are great, and the next minute you are running out of cash and may close down. This type of environment is not for the faint of heart, so you MUST have people committed to your “whys” so there is an understanding when things get tough.
Apple is a perfect example. Their motto is to “think different.” Thinking different has produced amazing technology. People are more interested in your philosophy and “whys” more than the product itself.
So ask yourself, what are your “whys”. Why did you create your startup? What problem are you solving? Once you figure this out, share it with the world and get people to conspire with you to make your startup a success.
2. Are they cut from the same cloth? – All things being equal, the ideal candidate would be someone that has prior experience in your industry. The reason this is so important is when there are trying times, which all startups will encounter, they understand how to get through them and stick around because of the shared love they have for what you do.
We found this particularly important in a sales position. Sales can be daunting and at times the sales cycle can be long, so once again, previous experience in your industry comes into consideration which will help them see the light at the end of the tunnel.
3. Are they trainable? – Being able to collaborate with someone in a team environment is huge in a startup. Hiring people that may not be super experienced but is open minded that you can mold into your culture is gold.
So how do you know in the interview that you have the right fit? It’s tough to figure this out in an interview because most people are on their best behavior. We typically have them fill out a quick assessment, have them come in and start in an intern capacity so we can see how they perform during the real thing.
Do you have tips for figuring out if you hired the right employees? Leave a comment below with your tips. We would love to hear about them.
HAPPY SHOPPING!
[If you’re looking for business growth tips check out Anthony’s “3 Growth Tips for your Online Fashion Website, or App” and “To MVP or not to MVP your Startup, Website, or App?“.]
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