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Identifying ambitious people can sometimes require less orthodox interview techniques, for example taking an applicant out for a drink. Photograph: Gary Calton
Identifying ambitious people can sometimes require less orthodox interview techniques, for example taking an applicant out for a drink. Photograph: Gary Calton

Five tips for startups hiring new staff

This article is more than 9 years old
Beware the temptation to settle if you have a low number of applicants and avoid hiring what (and who) you know

One of the most important decisions startups have to make is deciding who to hire. Picking the wrong people can cost time and money to rectify – two things many startups can ill afford. In some cases, a bad hire can be fatal to a startup's chances of succeeding. In my experience, following these straightforward tips can remove some of the elements of chance inherent in the hiring process:

1. Focus on hiring a diverse skill set
The temptation for many startups is to hire "known quantities", ie people with the same educational background, experience and interests as current staff. While this is certainly a safer choice, it can easily result in a one dimensional working culture with staff all approaching challenges in the same way. Seeking hires who can bring new skills and experience to the office will help to build a more dynamic company environment.

2. Take your time
When a startup takes off it is very easy to get caught up in the excitement of rapid growth. This enthusiasm can spill over into hitting hiring targets to enable projected future growth. The problem with mass hiring under pressure is that it can lead to snap decisions.

Similarly, if seeking to fill a niche role with a low number of applicants, the temptation to settle can become overwhelming. The truth is that hiring people who are "nearly" right for a position can, in the long term, become a huge problem and consume more time in the long run. Never rush the hiring process and find ways to fill the gap until you find the perfect candidate.

3. Prize the ambitious and independent
Ambitious and independently minded people can be a double-edged sword for some companies, but in a startup they are essential. Employees who can learn quickly, work independently and (crucially) are hungry for the business to succeed are the lifeblood of startups. Identifying this type of personality can require slightly unorthodox interview techniques beyond the traditional Q&A of an interview. Taking an applicant out for a drink with the team or bringing them to an event can provide a more rounded picture.

4. Leverage all of your resources
Placing job adverts and instructing recruiters are just a couple of ways to attract applicants. Some of the best hires can come from other sources, such as recommendations through your network or chance meetings at tech events and meetups.

It is also important to remember that even the most junior staff at your startup may know someone who is perfect for the role – so why not ask them? Be shameless in asking people to help you find the perfect hire; after all, most people enjoy helping contacts find job opportunities.

5. Be flexible with an eye on the long term
If you come across an interviewee with excellent pedigree but they do not exactly fit the role you want to fill, consider whether there is room to hire them anyway or whether in time you could train them. Building a successful company necessitates always having an eye on the future and therefore you should view new hires keeping in mind what they will be like in five or even ten years.

This may sound ridiculous in an industry that has a fairly high staff turnover, however the best founders and CEOs view their staff as an extended family, not as replaceable cogs in a machine.

Ultimately, there is no foolproof way to ensure that a startup does not hire bad employees, but hopefully these tips can help minimise the risk. The buck usually stops with the CEO of a startup so if in doubt, go with your gut.

Loic Moisand is CEO and founder of Synthesio

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