When hiring for my startup: should I prioritize relevant non-startup experience, or general creativity and critical thinking?
Right now, I am interviewing potential hires for my startup. Since my company is young, we could definitely use some fresh ideas and sharp minds to help grow our business. However, it would also be great to hire one or more individuals with industry-specific experience. Would it be a good idea to hire some employees for their expertise and some for their general creativity/skills, or should I just pursue those with the "total package"?
Everyone has great ideas and as stated, this is not an easy task. Another option could be that you find someone with a enough bandwith to increase the responsibility of the current role then you may be able to hire a more Jr level employee that could then be groomed but has that passion you are searching for.
I think your interview questions will be extremely important to target those passionate candidates.
Hope that helps a little. Best of luck in your search
As a start-up, my recommendation is to demonstrate your own creativity and resilience through the hiring process. Seek those candidates who have the temperament and the relentless sticktuitiveness to power through any challenges that come your way. You may find this in the more seasoned as well as in the newer in career...don't let age bias you! Be clear about the core capabilities you need to grow your business...you can always draw in additional talent on an as needed basis, e.g,. Masters degree co-ops to undergrad interns to retiree temps. May success find you!
You should have a clear picture of the task/s (needs to be filled), and have job descriptions prepared.
Do you want newswomen who can fly a plane if you only own a ship?
"Get the right people on the bus" is the old adage. This is especially key in startup phase - because likely those that start with you will be around a while. But who are the right people? Depends on the job you are hiring for, and how much money you have. In general though, you will do better hiring for passion than specific expertise. People who are passionate about you and your company will go the extra mile to make sure you succeed. Industry experts will know they can leave for more money, or might get frustrated with the chaos of a startup. Do your best to see if the passionate candidate also has the aptitude to learn the specific skills you would need them for. My best employees over time were ones that came in ready to learn and work hard.
Firstly, good luck with your venture! Secondly, I would say if you are just starting the staffing process, keep your options open. During the interviews, make sure to ask questions that cover both aspects - the willingness to think outside the box as well as experience and existing knowledge. As you add members to your team, you can start to determine what skills, abilities, and knowledge you want to add into the mix and narrow down the search.
Yes but, you might miss that special person who shines under fire.Check Facebook for young minds as well as social media participants who have that instant "social-ability". One of my favourite questions is always" whats the toughest thing you have ever had to do"? Industry specific experience might be a must but the best and most creative mind came from the person I asked that question to.Personalty and EQ tests I would also consider
Really depends on your financial budget capability and what the the most
critical/crucial areas to make the most impact with the company's goals and
plans. If you're able to get the total package, that's Best,but the reality
of most companies , have to make compromises and adjustments.
This is a harder question to answer than you would think. Obviously it's preferable if you see a candidate with both, but I think for a startup co, having people who are dynamic and can handle learning various different areas of expertise very quickly are ideal. Experience is very valuable, but in some ways less so at a startup, which is about vision and awareness of where the company is headed. Needs aren't clean, or black and white, and having critical thinkers to master the playbook on these needs is essential.
After working as a recruiter, I can actually say that there are good arguments for each side.
Depending on your vertical, you may be in an area where change is constant, and a seasoned tradesman may be more difficult to break in since they'll be set in their ways, while someone fresh from education, green to the workforce would be able to give you a moldable personality and will be eager to please.
That being said, having a person straight from college may be a drawback in some areas because by the time some material makes it into a classroom, it is outdated and has been replaced (See most of the IT or online marketing world).
I love the idea of a person being passionate about what they're doing and wanting to make their name. It may be more expensive at first for the company to train and hire a newer person, but I believe you'll recover your costs in the long run. As for the veterans of the workforce, don't overlook their experience and set ways for an unwillingness to cooperate. What may be day-in-day-out to them may be exactly the revolution and new insight your company needs, especially in a startup where stability is often lacking.
Look for problem solvers; skills can be learned. You need people willing to toss out an idea that is not working and find an alternate solution. Don't hire people that will only tell you 'yes'. They need to be able to work well in a collaborative environment.
My best advice is to start with an allstar that can hit the ground running. Cash flow is king. Srategically add employees with very measured and strategically planned skill sets as you grow.
I believe hire people who are passionate about there work.After that other things will follow.You need people who will believe in your vision and help your company to grow.
Best of luck for your endeavour !
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