5 personality types of employees that startups should hire
Be proactive and put yourself in the manager's shoes instead of waiting for instructions
When recruiting new employees for a startup many years ago, the biggest difficulty I faced was that there were a lot of candidates that needed more training and training.
Startups have to handle a lot of things like raising capital and growing the business, so while we always want to train and provide regular feedback to our employees so they can do better, it's not always. any can do. This is one of the reasons why startups should hire candidates who can actively learn things instead of holding hands.
If you are hiring based solely on candidate attitude then be careful. As a startup, we need to try to break even before we run out of money. So we always prioritize someone who has at least 80% of the required skills over someone who needs to learn new skills from scratch.
Passionate about work and willing to take any risks
People with passion make the best startups. The startup environment is difficult and time consuming, which can be a barrier even for the most dedicated and responsible. If there is no passion for what they are doing, employees will easily give up and run for others when difficulties arise.
According to statistics, more than 70% of startups fail. However, we can make sure we are not one of them by hiring people who are positive, believe in business ideals, are willing to stick around for the long term and help us steer the business. to the shore of success.
“Passion and mission fit are absolute must-haves for those recruited by the startup.”
Dare to think big and aim higher
Looking at the famous startups, we will see a common characteristic that they want to change the world and make it better, for example, Airbnb's mission is "Belong Anywhere", making people around the world feel like they belong everywhere they go. They always try to break boundaries with ambitious goals.
Of course, accompanying those great ambitions must be people who dare to think big, have strong desires and are not afraid of difficulties. I have seen many employees working at startups with no ambition at all but just seeing it as a day job, I'm not sure if they can stick with the company for a long time. Because as Confucius said: There are disagreements, disagreements and conspiracy - people who are not like-minded can hardly discuss things together.
Creativity to be able to solve any problem
In places with big dreams but small budgets like startups, creativity is arguably the most important trait. Creative people tend to be more flexible and outgoing, not to mention coming up with unique solutions that establish a cost-effective way of working.
A wise move for startups to hire innovative candidates is to ask how they solve a pressing problem you're currently facing. Choose candidates with innovative but equally sophisticated solutions with carefully calculated risks.
Flexible, open and ready to leave your comfort zone
Startup life rarely comes with steady hours, so you should look for candidates who are willing to roll up their sleeves and give their best. In addition, people who work for a startup often have to take on many other jobs that are not mentioned in the job description. Startup employees one day may work as a receptionist, the next day they may find themselves working in sales, and the next day they may be sitting and packing products. It is common for them to have to do things that are not related to their area of expertise.
But not everyone is willing to multitask and agree to do things out of agreement. While some candidates may find exposure to a variety of new tasks exciting, many others may not be comfortable in such a dynamic environment.
A former Tester of mine flatly refused to assist with product labeling while in urgent need of delivery to a customer with the excuse that it was none of his business. That employee is not wrong, but someone who believes they should only do jobs relevant to their job description may not be the ideal fit for startups.
Strict order and structure are not always associated with startups because sudden change is part of the game. When you're considering multiple candidates, keep an eye on your ability to adapt quickly and not be afraid to multitask. This way, you can ensure that hires won't turn down a task they're not familiar with.
Finding the right employees for a startup is not easy – we need people with the best technical skills who also possess the personality types mentioned above. And when the startup recruits the missing pieces, the startup gets added value, enthusiasm, and innovation — all of which is needed for long-term success.
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