How to Hire for Your Startup Business

Thursday 6 March, 2014

How to Hire for Your Startup Business

Dealing with complex questions and difficult decisions that need to be made yesterday is standard practice in the early days of a startup business. So it's imperative that business founders and entrepreneurs carefully select a team that will lead help lead the business to success.

If you're new to the startup scene, ensuring that every person and component works in harmony to help your business grow will take careful planning, especially if you’ve never had to hire before, because it's easy to fall into the trap of believing in the goodness of potential hires that promise the world but simply don’t deliver.

How will you know if the person sitting across from you in the interview room is right for your business? Here are some simple tips to help you find that winning team:

Match employees’ needs and wants with the appropriate roles.

This involves exploring and understanding the skills and passions of potential hires and ensuing that those will flourish through the position you offer them. It may sound like a no-brainer but failing to match the skill-set of an employee with the appropriate role is in fact a mistake that hiring managers will often make.

Look for people who can do things you can’t do.

You must familiarise yourself with your weaknesses and those of the business. Ask employees what they would like to do in the company rather than fitting them into a slot that needs filling. By utilising the talent available to you through your staff, you’re unlocking the potential of the employees as well as that of the business.

Hire outside the  traditional recruitment means

The ritual of hiring people from the best schools, who demonstrate elite credentials and offer the lengthiest recommendation letters sealed with golden stamps, is one that can work against your business. Two-time Ernst and Young Entrepreneur of the year finalist, Ty Morse, believes that the best hires are “those who are too frequently overlooked” and “are not generally successful in any traditional sense”. Morse includes obsessive personalities, evidence of personal projects, intense curiosity, unusual hobbies and surprisingly, “difficulty communicating” as valuable traits to look out for.

Take your time

Make use of a trial period with every employee that jumps on board early on. These first few hires are critical to the success of your business so rushing these decisions will be detrimental. People who show their enthusiasm and passion for a company will be patient and understand the reason behind the trial phase. It’s not that you think they’re average or not the best possible applicant- it’s because when people believe in something, they’re happy to fight for it. This should go both ways too.

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