How do you go about your first key hires?

So, you have identified the top candidates from the many in your interview pipeline. Now, how do you interview each candidate to make your decision and ascertain if they are the “A” player you are looking for?

Know the rules for employers

Before you start, make sure everyone involved in the recruiting process is familiar with the local employment laws, such as job discrimination laws.

Look for high EQ (emotional intelligence), not just IQ

The soft skills associated with high EQ are extremely valuable for startups. High EQ people are empathetic, embrace change, and are self-motivated; they pay attention to the task at hand and are not easily distracted — all traits that are especially valuable in a hybrid work world. People with high EQ can better create a product or service to fit the needs of the target customer because they can identify with the buyer persona. High EQ people work better with and understand their coworkers and customers, and can cultivate better relationships.

Avoid cliché questions

Instead ask more specific questions that make the candidates think on their feet. You will get a better sense of their EQ, capabilities and knowledge of your industry if you use questions for which they do not already have canned answers. Some examples:

Find a business issue that you expect to happen often and ask if they have encountered it in the past.

What industry trends do you think affect our business?

If you were starting a company, what would be its top three values?

What was the most useful criticism you ever received?

What is the first thing you want to accomplish in this position?

What excites you most about this job? How do you see this job being different from your previous position?

What motivates you to work?

What is your ideal work environment?

Tell me about a time when you received performance feedback that you disagreed with. How did you handle the situation?

Describe a stressful work situation. How did you manage it?

What are your long-term career goals?

Tell me about a workplace conflict between you and your peers or someone else in the company. How did you manage that conflict, and were you able to resolve it?

What inspires you?

Assess the candidate’s skills with a practical test

One of the most effective ways to assess the candidate’s skills is to ask them to complete an assignment that is similar to a project that they would do on the job. This is a sure way to gauge if they have the right skills.

The goals of a successful recruiting process should be to attract top candidates, build strong relationships with these candidates, drive positive company marketing, and lower the recruiting cost per hire. Done correctly, a startup can create the buzz that makes it the place to work and attract a team of “A” players.

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