Hiring for a startup is a lot different than hiring for a corporate job. Because it takes a lot to work in high-pressure, entrepreneurial environments, you should be careful to hire someone who can hack it. Inc offers nine ways to make sure your potential hire can cut the muster. For example:
Meet the significant other
For significant hires, I recommend you meet the candidate’s spouse or romantic partner. Even in a relatively brief encounter, you should be able to assess if the candidate’s significant other will be a hindrance that will make your start-up’s inevitable lows even lower, or if he will act as a positive force that will help the partner through the inevitable start-up challenges. The vitriol generated in unhealthy relationships can seep into your organization and negatively impact your company’s morale and culture.
Challenge him to face difficult issues (even during the interview process)
For instance, you might say, “You certainly have a great skill set, but I am not sure we can afford you.” This nicely sets up your future salary negotiations, gives the candidate a chance to reach for the opportunity, and encourages him to explain why he is an ideal fit.
This approach also ensures that your new hire joins your team with his eyes wide open, with a realistic understanding of the challenges that must be overcome in order to thrive at your start-up. Someone simply searching for any job will be unenthusiastic about an offer with a below-market salary. Entrepreneurial candidates will be willing to make monetary concessions in order to join an exciting venture, if you offer them adequate potential upside in some other form, like stock options. If the applicant does not appropriately value your start-up’s equity, quickly usher him out the door.
Full story at Inc.
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