Every startup with any traction quickly reaches a point where they need to hire employees to grow the business. Unfortunately, this always happens when pressures are the highest, and business processes are ill-defined. At this point you need superstars and versatile future executives, yet your in-house hiring processes and focus are at their weakest.
The result is a host of hiring mistakes that sink many young companies, or take years to fix. The solution is to never forget that hiring is a top priority task for the CEO, which should never be delegated, and which often has to supersede the urgent crises of the day.
A key success element is to start by avoiding the known list of interviewing and hiring mistakes that have been documented many times over by human resources professionals.
Here’s a tongue-in-cheek summary of ten big ones to jog your recollection:
“I’m not quite sure what we need, but this guy sounds like a miracle worker.” The message here is that if you don’t know exactly what help you need, you probably won’t get it. Do your homework on a proper job description, and make sure the applicant credentials on the resume are a fit before you proceed to interview.
“He’s not quite what I’m looking for, but I think he is trainable.” This is the inverse of the first problem – you know what you want, but you are trying to force fit the candidate into the position. Maybe you are desperate to fill the position, or he’s related to the boss.