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Stanley Lee In your opinion, do you think recruiting a new member for a small team resembling those making up the "start-up" companies is equivalent in concept of a typical firm's HR and technical teams recruiting a new employee? Also great to hear your explanations. Thanks.

98 weeks ago from Entrepreneurs

Nidal: You are recruiting the new member for a reason, either a required set of skills thats missing from your team, or you need more people to do some ...MoreYou are recruiting the new member for a reason, either a required set of skills thats missing from your team, or you need more people to do some high demand task. So it is similar to HR recruiting, You are the HR person doing the screening.

also , you are the hiring manager. So, you know what you want, you know what you need in that person. you define the whats missing in your company/team so you can fill that gap with the right person.

I think you have to make sure that the person you are adding to your team fills a specific gap and fulfills a need that your startup requires. other wise, If someone has the skill already in your team then you might want to look for someone who adds new value to it. After all, a team completes itself through its members and what they offer to achieve the purpose they met for.
98 weeks ago
Zachary Stark Jones: If you aren't paying them, then I think not. If you have a reasonable valuation such that you can offer stock or other security then sure, you're ...MoreIf you aren't paying them, then I think not. If you have a reasonable valuation such that you can offer stock or other security then sure, you're back to paying them and it being like HR. Otherwise, I think you have all the normal HR needs for your area of business, plus the charismatic negotiation to not only win-over a motivated do'er, but also convince them of you leadership over another's or their own self-direction.
98 weeks ago
Dale Beermann: I don't think that recruiting someone for a startup is similar in anyway to typical HR practices. I feel pretty strongly about this too. In the ...MoreI don't think that recruiting someone for a startup is similar in anyway to typical HR practices. I feel pretty strongly about this too. In the case of a startup, you need 100% buy-in from every employee you hire. If they aren't passionate about your project, then it isn't the right environment for them.

I feel like typical HR practices involve filling a particular role. This can never be everything you're looking for in a startup because the roles are never defined beforehand. If someone isn't willing to go outside their comfort zone, then I reiterate, it isn't the right environment.

Most importantly though, startups should be looking for passion and dedication in addition to skill set, and they're not necessarily looking for experience.
98 weeks ago
Stanley Lee: @Nidal: I am indeed talking about filling in holes in terms of gaps on the team.

@Zachary: I'm talking about the context aside from the ...More@Nidal: I am indeed talking about filling in holes in terms of gaps on the team.

@Zachary: I'm talking about the context aside from the pay.

@Dale: I know for a startup, 100% buy-in is required from every employee hired, as well as willingness to go outside their comfort zone. But I do agree with your final point of looking for passion, dedication, and skill, not necessarily for experience. What do you think about the likeability factor?
98 weeks ago
Bradley O: What size of team are you talking about? 2 or 3 people or 10?
I agree with Dale about needing a high amount of buy in. I think that type of people ...MoreWhat size of team are you talking about? 2 or 3 people or 10?
I agree with Dale about needing a high amount of buy in. I think that type of people normally translated into people who share your vision. Those that understand what you want to do and how you want to do it. Someone with the best skills but who fundamentally disagrees with you won't work.
98 weeks ago
Stanley Lee: @Bradley: for either case of 2 or 3 people and 10.
98 weeks ago
Nidal: It true that you need passionate people who share your vision. It is your job though to make sure they understand that vision in a say that makes ...MoreIt true that you need passionate people who share your vision. It is your job though to make sure they understand that vision in a say that makes it their own as well.
Those new members in the startup may end up growing with it and in it. They will progress to key positions with more responsibilities, they will end up translating that vision to employees who get recruited under them. So make sure those future leaders within ur business are have the vision and skills to lead as well. They can come in with those skills or you can develop it with them just as you develop your own. Sorry if I'm jumping the gun here, but you Always should look ahead , plan for the best and prepare for the worst.
98 weeks ago
Anita Mathis: It depends, I'd say based on the type of work being done. On the other hand, good jobs are usually found by word of mouth which is not traditional ...MoreIt depends, I'd say based on the type of work being done. On the other hand, good jobs are usually found by word of mouth which is not traditional recruiting.
98 weeks ago
Stanley Lee: @Nidal: your replies brought up some very good points in terms of team member recruitment for organizational longevity (in the context of ...More@Nidal: your replies brought up some very good points in terms of team member recruitment for organizational longevity (in the context of startups).

@Anita: I wasn't talking in the context of how the candidate hears about the opportunity. I was talking about the process of recruiting such candidates from the perspective of an employer (either as a startup or a well-established organization). Thanks for your reply though.
98 weeks ago
Zachary Stark Jones: When people are not getting paid (initially) for their involvement then the 'hiring' focus is primarily on assessment of their life / personal ...MoreWhen people are not getting paid (initially) for their involvement then the 'hiring' focus is primarily on assessment of their life / personal values, learning about their dream(s) & what gets them most passionate. If not alignment exists between you and them in these regards then their involvement is limited. Coach people who come into this context, or at least being really up close and personal with understanding where they are, is important to their morale and drive for the company work. If a person shows motivation to work with your business despite misalignment here then find something for them to do to prove out the relationship, but don't rely upon them for critical deliverables, and continue to look for someone to replace them or 'manage' that aspect of the company work. 'Likeability' should be some consideration, as people who play well together make a better team effort together - but focus on mutual drive in the context of pre-pay (and most early stage start-ups) can lead to likeability in the professional-social context.
98 weeks ago
Simon Lavoie: In my opinion I am not looking for a rusumé, although that is impportant, but for a person I can relate with that has similar values and a good ...MoreIn my opinion I am not looking for a rusumé, although that is impportant, but for a person I can relate with that has similar values and a good set of skills and knowledge not only pertaining to the business at hand.
98 weeks ago
Anita Mathis: As the owner of a two year old technology startup and partner with Microsoft, Cisco, Intel and CBeyond, I have a variety of ways to connect with ...MoreAs the owner of a two year old technology startup and partner with Microsoft, Cisco, Intel and CBeyond, I have a variety of ways to connect with trained applicants. For example, I have the ability to hire interns for little of nothing or nothing simply by posting ads on the career sites they use and arranging interviews with the student/graduates I select. I posted 3 jobs and hired none. Not because the talent wasn't there, but because cultural fit. I do all the recruiting and hiring so unlike larger businesses, when I see the resume I make decisions on the spot about what happens based on a gut feeling. In a larger HR department, they're job is to compare candidates based on specific departmental requirements. For the right person, I'll willing to allow them to develop skills during their tenure with me whereas a larger company wants you to meet their written requirement.
98 weeks ago
Dale Beermann: @Stanley re: the likability factor. Good question. If you don't get along, it doesn't matter what your working towards, things will fall apart. ...More@Stanley re: the likability factor. Good question. If you don't get along, it doesn't matter what your working towards, things will fall apart. I've seen it happen myself.
98 weeks ago
Carol Harris: that is so true, if you don't get along, no ideas will flourish, no flourish, no growth.
98 weeks ago
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