{"id":692,"date":"2019-09-24T11:51:59","date_gmt":"2019-09-24T06:21:59","guid":{"rendered":"https:\/\/www.hestabit.com\/blog\/?p=692"},"modified":"2021-10-14T13:21:44","modified_gmt":"2021-10-14T07:51:44","slug":"hiring-process-for-startups","status":"publish","type":"post","link":"https:\/\/www.hestabit.com\/blog\/hiring-process-for-startups\/","title":{"rendered":"The ideal Hiring Process for Startup Culture"},"content":{"rendered":"

There is a popular saying that \u201cA Captain is as good as his team\u201d<\/strong>. In other words, a company is as good as its hiring process.\u00a0<\/span>When you become the captain of an organization, people from all quarters join you. <\/span><\/p>\n

You need to remain on the trajectory of growth with so many people on board, but at the same time, you can’t hamper an individual\u2019s progress.<\/span><\/p>\n

The Ideal Hiring Process?<\/strong><\/h2>\n

The hiring process makes all the difference. When you see a candidate, you should ask to yourself – Can I talk to that person at a stretch on things besides work? Do I share some common beliefs with that person? When you combine these two aspects, you get a team which is honest and on the same page. \u00a0<\/span><\/p>\n

Startups<\/a> or new players on the block are high on energy, and understandably so. This energy translates into an aggressive hiring process, to look for that \u2018Best Fit\u2019. With this aggressive approach and even with the best of intentions, entrepreneurs, founders, or recruiters end up \u2018Force-Fitting\u2019 candidates. <\/span><\/p>\n

Nature balances itself though, and a \u2018Forced-Fit\u2019 is generally \u2018Forced Out\u2019 too, which is never a good sign for a healthy workspace.<\/p>\n

Who Is An Organic Fit?<\/h2>\n

It is never easy to find people who are an organic-fit and yet maintain diversity at your workplace. You can\u2019t circumvent diversity if you want to establish a cultural organization. A wider spectrum of talent, ability, and experience brings a wider set of problem-solving instincts on the platter and makes it easier to serve a global customer base. This is how your organization grows holistically. <\/span><\/p>\n

\n

An \u2018Organic-Fit\u2019 isn\u2019t necessarily someone who functions just like you. He or she is someone who reinforces diversity and adds value to your culture. <\/strong><\/p>\n<\/blockquote>\n

You have to make your hiring process multi-dimensional and shouldn\u2019t simply zero in on specific aspects like experience, enthusiasm, or education for that matter. <\/span><\/p>\n

The smartest person in the room might be divisive or polarizing in nature. You don\u2019t want to have someone who is politically or socially resistive to different opinions or way of life. So, it\u2019s about weighing the cultural as well as the emotional quotient of the candidate, by asking him the right set of questions. \u00a0<\/span>\u00a0<\/b><\/p>\n

To weigh someone\u2019s cultural quotient, you may ask some of the following questions to yourself:<\/h3>\n