Great interview questions to ask when hiring your first employees

 

Starting your own business is exciting and also challenging… but you’re finally making your dreams come true of becoming your own boss.

You’ve worked out and tested your business plan. You have investors lined up and you’re ready to go. All you need now is the right staff.

There is always going to be a huge learning curve associated with any type of startup. Ideally, you shouldn’t weather that storm all alone. You should find capable workers who can support your plan. Part of the hiring process will involve interviewing your prospective employees. The following questions could become a good guide for the interview.

How are you with customer service?

The correct answer should be, “Awesome!” But don’t take their word for it. Run a few scenarios by them to see how they would handle a particular situation related to your business. Role playing is an effective way of seeing how this employee might handle a spontaneous situation especially one involving an irate customer.

Describe what it means to be adaptable. 

There’s no escaping that with a startup you’re going to have some days of genuine chaos. How will your new hire handle the pressure? Can they think on their feet? Will they need constant supervision? Ask them to discuss a previous work experience when the unexpected happened and how they adapted to that situation.

What was the last project you worked through successfully?

Hopefully, the candidate you’re interviewing will have had some experience relating to your business. They should be able to talk about a previous work project they either initiated or were put in charge of. What did they learn from that experience? What mistakes did they make?

How would you rate your drive to succeed?

It’s easy to find workers who punch in, do their tasks and punch out. They get the job done but don’t go that extra mile. If you’re excited about starting your business then you want someone who is going to share your enthusiasm.

How do you resolve employee conflicts?

Hiring a staff means you’re hiring multiple personalities. In the best case scenario everyone will work in harmony but we all know that is a lofty goal to achieve. Even if the person you’re interviewing is just for a staff position you still want to get a sense of how they’ll get along with the rest of your team. Communicate your goals and then see if they “get it.”

One of the best indicators of a good employee is through their references. Ask the references similar questions about the candidate. Look for consistencies in the responses. If there is any inconsistency, find out why.

How to hire for a start-up

Your start-up has finally got financed and, flush with money, it’s time to hire great employees. Now what? How do you know what makes a successful start-up employee? Many entrepreneurs realize quickly that they need a strong team, but finding talented people is a difficult process. Most likely, finding exceptionally talented employees becomes even more challenging as they rarely leave their current jobs for a start-up and are always in demand. Here are some rules that start-up founders offered on how to recognize a potential recruit may be great for your company :

1. They have worked for start-ups before. Applicants that have worked for start-ups are used to the chaos and speed of execution. They are self-managed and are used to working with little resources.

2. Have some small business experience. A small business is very different from a start-up where resources are more readily available. However, having small business experience is just as valuable as a start-up because they are used to having more responsibility and can work independently.

3. They work on side projects. People who work on side projects relevant to their careers or passions are ones you want. It's because they are willing to experiment and learn from hands-on experience.

4. Possible overseas experience. This would be an interesting point to consider for two reasons. Firstly, people who have worked overseas are more willing to take risks. And secondly, they are at ease working outside their comfort zone. Two qualities that an employee must have in working for a start-up.

5. Always hire for your company culture. As a small start-up, you may be fast paced, chaotic, no rules, work hard and stay up late. If someone who is used to a larger company and a structured environment, they will immediately leave within a few days. So, make sure that the person you're hiring can fit in your start-up seamlessly.

6. Look for problem solvers. In a start-up environment, there are very little resources. So, when there is a problem, an employee must find a solution, and fast! The right employee won’t run away from this challenge and won’t let go until it’s solved. It’s this attitude that you need to hire for.

7. If you’re a young start-up – hire smart generalists. This advice came from Dharmesh Shah, co-founder of Hubspot. A start-up in its early days should always hire “smart generalists”, those who can do everything and can pick up new skills as they go along.

8. Check references. Always ask the applicant for three or more references. Then pick up the phone and call them! References are the best way to determine whether a candidate would be a great fit for the company. And sometimes, you may find out new information that couldn’t be found during the interview.

There is nothing more frustrating than hiring an exceptional employee and realizing that they aren’t a good fit a month later. You not only lose time but also money – a valuable premium for any start-up.

Survey: National Salary Increases Less Than 3%

Ever the employee's question, the issue has achieved far more relevance in the current economic climate. No longer is the annual salary increase a matter of form. In fact, many employees were relieved at year's end to learn that they would still be employed for the coming year, let alone expect a raise from the boss.

The truth is that, owing to a negligible inflation rate, even the slightest salary increase will, in reality, contribute to a gain in living standards. Nonetheless, this is not to say that salaries in Canada will not rise this year. The question on many lips is how much?

According to surveys conducted recently across Canada, encompassing a broad spectrum of more than 700,000 employers, Canadians should not expect large increases this year. Estimates average between 2.3 to 2.8 per cent nationally. Although the national average was 2.2 per cent in 2009, caution in the business community is keeping the numbers down, at least for the foreseeable future.

Employees in Saskatchewan are projected to earn 4.1 per cent more this year, due to the province's energy boom. Ontario and British Columbia bring down the national average, as estimates are increases of 2.6 and 2.7 per cent respectively, due to low performance in manufacturing and forestry.

In actuality, many companies across the country have projected zero salary growth for 2010. While this is not set in stone, many employers are waiting to see how the economy reacts over the next few months before making new financial commitments.

Another factor to be considered is the number of employees pulling double workloads to compensate for reduced workforces. Easing these conditions could also be considered to be a benefit.

In this recession, every little bit will help.

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The Pick of Professionals

While some companies coast-to-coast have been downsizing as a reaction to the slump in the national, and ultimately global, economy, others have found that this is the ideal time to recruit professionals at senior and executive levels. In essence, some companies have realized that this is the time to turn the economic downturn to their advantage.

A large number of highly qualified people are ready and able to work. Through no fault of their own, they have been laid off, as companies have had to make extremely hard decisions in order to maintain a balanced budget in challenging financial times. The result is a deficit in cash but a surplus in talent. Thus, CEO's with a sharp eye are using this opportunity to shop for top talent that can ultimately add to their corporate team.

Not only are recently dismissed professionals available to work. Companies are unabashedly recruiting top talent from the active workforce, seizing the opportunity to woo top-tier professionals to their management teams. In this new era where job security is rapidly becoming near extinct, top executives are open to offers.

As Canada is rapidly emerging from the recession, companies with an eye to the future are adding talent to their teams in order to strengthen their corporate positions. An impressive list of available talent is ready and able. Similarly, not only has active recruiting become the order of the day. Whereas companies had difficulty soliciting top level resumes as little as two years ago, today those same companies are able to take their pick of qualified applicants. Similarly, the wide variety of available talent has afforded companies the opportunity to add new skills to their management teams.

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