No matter how talented you are or how amazing your vision is, you can’t build a headline-grabbing business alone. Instead, you need a stellar team to back you up. Set yourself up for success by learning how to interview someone. Find out how to establish a solid interview process and know what to ask to ensure that each team member you hire is the ideal candidate for the job.
Before walking into an interview with a potential candidate, take the time to think about what the job you’re hiring for really entails. This goes way beyond a basic job description or a list of required skills and experience. Instead, think about a few scenarios that could come up on the job and how you’d want your pick of candidates to handle them. What types of qualities would they need to keep your startup moving in the right direction?
Remember that like any small business, a startup needs a solid mix of the right skills, experience, and personalities. While it’s probably not a great idea to hire candidates just because you think they’d be great friends, your team does need employees who can work with you and with each other. Think about the corporate culture you want to build and what type of people would fit in best. You won’t find a single candidate who has every quality you’re looking for, but you can balance out those positive traits by hiring the right team.
If you’re struggling to come up with a list of essential qualities for a candidate, think about the types of challenges that you foresee for your startup. From critical thinking abilities to solid decision making skills to impeccable attention to detail, what would an employee ideally need to tackle these prospective issues?
Next, know how you’re going to explain your startup to potential candidates. After all, a job interview is a two-way street, and any desirable candidates will be assessing you just as much as you’re questioning them. Make sure you can explain your products and services concisely and that you can put your corporate culture into words. The best job candidates will have already done their homework, but you should still be prepared to convey your vision for the company in your own words.
In addition, you should be prepared to discuss compensation. Whether or not you’re interviewing seasoned startup employees, you should anticipate that candidates will want to know whether you offer competitive salaries or other lucrative options.
Don’t forget about growth opportunities, either. Since you’ll likely want to hire driven employees who want to build up their own resumes while helping your company succeed, don’t hesitate to speak honestly about the room for growth in each position. This could include promotions, company expansions, and next-stage opportunities. If you want your employees to grow with the business, do your best to be up front about how your startup could change in the near term and years down the road.
No matter what type of position you’re hiring for, leave plenty of room for discussion throughout the interview. Doing this ensures that the interview comes across as more of a conversation, which can help candidates open up and reveal more about themselves than they would during a one-sided series of questions. This also allows space for candidates to ask you pressing questions about the business and the position.
Finally, make sure to end the interview by offering clear information about the next steps. If candidates may need to complete a second-round interview process or meet additional members of your team, make that clear. If you plan to contact candidates’ references to learn more, be up front. If you’re strongly considering a candidate, try to provide a timeline for your startup’s decision process. Remember that the most in-demand candidates could be considering multiple other offers, so being as transparent as possible will benefit you both.
How to interview a potential candidate
Vetting candidates isn’t easy, especially if you don’t have a ton of experience on the interviewer side of the desk. Start with these questions to ask when interviewing and let them guide your conversations with potential candidates.
What’s your impression of our company?
No matter what position you’re hiring for, you want to find an employee who knows what your company does and why. You can’t expect a candidate to know as much about your startup as you do, but you can certainly expect a potential employee to understand your product line and what your company brings to the table. Take this interview question to the next level by asking the candidate to pitch your top product to you.
How would you solve a persistent problem?
Most startups deal with at least a few recurring issues. Ask candidates how they would handle one of your biggest problems. Rather than making note of a detailed answer, take the opportunity to listen to how comprehensive their understanding of the issue really is. Even if they don’t have that magic answer, do they approach the issue with interest and creativity?
Why do you want to work in this industry?
Learning about candidates’ academic backgrounds and work experience helps to paint a picture of where they come from and where they might be headed. But it’s hard to know why candidates want to work in your industry unless you ask directly. Listen for signs of qualities that your company values, such as drive and vision. If they don’t have clear answers, they may not have staying power in your industry.
Where do you see the industry headed?
Most startups have their eye on substantial growth in the future, whether that means during the next year or over the next five years. If you’re looking for an employee who can pave the way for growth and help your company meet its objectives, make sure the candidate has a grasp on your industry in its present state as well as an understanding of how to navigate it.
What is your ideal work environment?
Not all candidates are cut out for the fast-paced and often out-of-the-box startup culture. If you plan to run your startup out of an innovative shared workspace in Kansas City rather than a traditional office, take the time to clarify how your startup’s work environment is different from and better than the norm.
What do you like least about your current job?
You might not want to open the door for potential candidates to complain about their past jobs or current employers, but doing so gives you a window into how they really function in the workplace. If they cite issues, such as lack of growth opportunities, that your company is prepared to address, consider that a good sign. If they mention concerns that don’t mesh with your corporate culture, however, these could be red flags.
Have you ever made a major mistake on the job?
Everyone has made a mistake on the job, so don’t make this question about forcing candidates to own up to a blunder. Instead, what you really want to know is how they handled the follow-up. Did they learn anything from the mistake? How did it affect their outlook or their approach to the job?
Do you consider yourself an expert at one thing or a jack-of-all-trades?
There’s no wrong answer to this question. However, you may have a preferred response depending on the needs of your company and the demands of the job.
How do you help coworkers perform their best?
If you’re looking for an employee who can serve as a leader, this question is essential. Ask about tactics that your candidates typically use when working with their teams. Encourage candidates to detail instances when they’ve coached employees or helped teams overcome issues to do their best.
What is the most difficult goal you’ve set for yourself?
When you run a startup, you need employees who can think big and make things happen. Find out how far your candidates have pushed themselves and the outcomes of these personal challenges. If they met their goals, what happened next? If they fell short, what did they learn?
When you’ve poured a ton of energy into your business, you need an effective team to help you reach the finish line. Follow this guide to teach yourself how to interview a potential candidate and ensure that you find the right candidate for your startup each time.
