Effective interviewing parallels a successful startup โ clear vision and values, objective criteria for success, and learning built on metrics.
To separate a strong candidate from merely a good interviewer, build a process based on a clear job description and effective screening.
๐ฃ๐ฟ๐ฒ๐ฝ๐ฎ๐ฟ๐ฒ ๐๐ต๐ฒ ๐๐ป๐๐ฒ๐ฟ๐๐ถ๐ฒ๐๐
Itโs tempting as a startup to say that weโre too busy growing to spend time thinking through the recruiting process. Keep in mind, this process impacts the companyโs future โ adding people to apply todayโs plans and to create tomorrowโs ideas.
Someone should own the process e.g. preparing candidates and interviewers with some information about each other.
Set expectations along the way e.g. How long you expect the interviews to last? Will they be a panel or one-to-one interviews? After each encounter, be clear on timeline and next steps.
๐ฅ๐ฒ๐ฐ๐ฟ๐๐ถ๐๐ถ๐ป๐ด ๐ ๐ฎ๐๐ฟ๐ถ๐
At this point, I like to build a Recruiting Matrix which starts with high-level aspects of the role (e.g. Experience, Skills, and Culture) and then creates objective measures based on the candidatesโ responses.
For each possible score there is an expectation. I usually use a range of 1-5 with criteria for each score. The point here is not to choose simply the highest ranked candidate for the position. The scoring helps to tier candidates. The criteria help interviewers know what to measure. Based on job-related criteria, this should help to remove hiring bias.
The recruiting matrix helps to divide questions among interviewers so the candidates do not hear the same questions repeatedly.
๐ฅ๐ผ๐น๐ฒ ๐ฃ๐น๐ฎ๐๐
When the candidate re-enacts job-related conditions, you see how they would handle a realistic situation. Simultaneously, candidates learn more about your company during role plays. This is a useful and fun way to play out real scenarios.
Since role plays can be stressful, however, allow candidates time to collect their thoughts and frequent breaks.
๐ฃ๐ฒ๐ฟ๐๐ผ๐ป๐ฎ๐น๐ถ๐๐ ๐ง๐ฒ๐๐๐
Some companies hire for personality either consciously, to increase their diversity in ideas, or unconsciously as a conformity bias. There is a lot of research around matching different personalities for higher productivity and better management.
Without a trained expert, however, my concern is that interviewing for personality will devolve into rejecting someone on the grounds of โpoor cultural fitโ. Seek guidance to avoid any pitfalls here.
๐ ๐ผ๐ฟ๐ฒ ๐จ๐๐ฒ๐ณ๐๐น ๐ง๐ถ๐ฝ๐
๐๐ถ๐ต๐ถ๐ข๐ญ๐ช๐ต๐บ: During interviews, you are clearly trying to learn more about the candidate. They want to know more about you too. I encourage questions at the beginning and the end of interviews.
๐๐ฑ๐ฆ๐ฏ๐ฏ๐ฆ๐ด๐ด: You want to emphasize the good parts about working there and also explain the tough parts. If you don't, when they discover you were holding back information, trust is broken.
๐๐ข๐ญ๐ถ๐ฆ๐ด: You want people who will push the boundaries and strive for new ideas. At the same time, you donโt want people who will cross the line and disrupt the team. Surface and discuss those distinctions.
๐๐ถ๐ช๐ฅ๐ข๐ฏ๐ค๐ฆ: Be fair to everyone who applies. Make sure all questions are job-related and ask all the candidates the same questions. Give interviewers expectations and samples to ensure consistency.
๐๐ถ๐ป๐ฎ๐น, ๐๐ถ๐ด ๐ง๐ถ๐ฝ
Many startups are eager to immediately fill a position. This urge overwhelms hiring practices. Give in to the urge and expect the result of a bad hire and/or a new search just months later.
One obvious sign of quick-draw hiring is having only one candidate for the position. Under the guide of โthis is the perfect personโ the process stops and you are simply left to choose someone or no one. Donโt fall for this false dichotomy.
Insist on meeting at least 3 qualified people for a position.
When Iโve regretted hiring decisions, it's often from hiring too fast and/or having only one option. Don't substitute problems.
There's a lot to consider in interviewing, from consistent procedures to innovative questions. High yields come from great investments.
Attract and qualify the best talent to help you scale and grow quickly.
---- ๐๐ฌ๐๐๐ฎ๐ฅ ๐๐ง๐ ๐๐ง๐ฌ๐ข๐ ๐ก๐ญ๐๐ฎ๐ฅ ๐๐ฎ๐๐ฌ๐ญ๐ข๐จ๐ง๐ฌ ----
Almost no one enjoys the drone of following a rรฉsumรฉ or LinkedIn profile to review each step in a candidateโs career. Also, those summaries may be incomplete or inaccurate.
These interview questions should liven up the interview and help you really understand the candidates' thought process and motivations.
๐๐ป๐๐ฒ๐ฟ๐ฒ๐๐ ๐ถ๐ป ๐ช๐ผ๐ฟ๐ธ๐ถ๐ป๐ด ๐ฎ๐ ๐๐ผ๐๐ฟ ๐๐ผ๐บ๐ฝ๐ฎ๐ป๐
What did you do to prepare for this interview?
What is something you learned about us since the last discussion?
What is one thing that could be better here (e.g. if applying for a marketing role, what could be better about the website)
๐ช๐ผ๐ฟ๐ธ๐ถ๐ป๐ด ๐ฆ๐๐๐น๐ฒ
๐๐ฆ๐ข๐ณ๐ฏ๐ช๐ฏ๐จ: Whatโs one critical piece of feedback youโve received that was really difficult to hear?
๐๐ฐ๐ต๐ช๐ท๐ข๐ต๐ช๐ฐ๐ฏ: What motivates you to work?
๐๐ข๐ฏ๐ข๐จ๐ฆ๐ข๐ฃ๐ช๐ญ๐ช๐ต๐บ: Who has been your best manager and why? Tell me about a perfect day at work.
๐๐ฆ๐ญ๐ง-๐๐ธ๐ข๐ณ๐ฆ๐ฏ๐ฆ๐ด๐ด: What are you really good at, but never want to do anymore?
๐๐ฆ๐ฏ๐ต๐ข๐ญ ๐๐ฆ๐ข๐ญ๐ต๐ฉ: This job can be stressful. How do you manage stress at work?
๐๐ฐ๐ฏ๐ด๐ต๐ณ๐ถ๐ค๐ต๐ช๐ท๐ฆ ๐๐ฆ๐ฆ๐ฅ๐ฃ๐ข๐ค๐ฌ: What is one way to improve our recruiting process?
๐ฅ๐ผ๐น๐ฒ
What professional achievement are you most proud of? What were the outcomes of that work?
What do you want to do differently in your next role?
What do you plan to get done in your first three months (for later interviews)?
๐ฆ๐๐ฎ๐ฟ๐๐๐ฝ ๐๐๐น๐๐๐ฟ๐ฒ
What new things have you tried recently?
How do you facilitate your own career development at work?
Tell me about a time you took unexpected initiative.
What should our team do differently to yield a 10x improvement?
Why might we be unable to raise our next round of financing?
The point of the interview is not to scare the stuffing out of the candidate. Itโs to learn more about them and their potential fit.
Done in a thoughtful and open manner, your interviews will set the tone for your future working relationship. These questions search for deeper understanding and authenticity. In many cases, there is no โrightโ answer.
Startups often have a charged and evolving environment where work relationships are they only constant. Letโs figure this out.
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