Hire Originals at Startups - Deepstash
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Hire Originals at Startups

  • To develop a resilient culture. An environment with people who think differently will put you into much better position to continuous innovation.
  • To anticipate market movements. Originals bring fresh ideas that can challenge your business model, your assumptions and principles.
  • To repurpose dissent. Do not let ideas be discarded.

MORE IDEAS FROM THE SAME ARTICLE

  • Corral references until they’re candid. You have to put references in a position where they have no choice but to be candid with you. The easiest way to do that is to give them forced choices of 2 undesirable attributes.
  • Use a prepared scoring key. It's much more e...

  1. How would you improve our interview process
  2. Tell me about the last time that you encountered a rule in an organization that you thought made no sense. What was the rule? What did you do and what was the result?
  3. Why shouldn't I hire you?
  4. ...

  • Unsung Heroes. For each major innovation or movement, there are catalysts that fade into the background of what they create.
  • Insubordinates. It's important to triage troublemakers, but in doing so, don't miss an original in your midst.
  • Those who have been fi...

  • Present a problem — but leave out a piece of information. Originals don't give up in the face of obstacles; they find ways around or through them.
  • Evaluate the response to difficult situations. The originals are the ones who expect that people would be motivat...

  • Start at the bottom of the CV. Look for people that have multi-functional backgrounds; breadth is critical for creativity.
  • Look for diversity of role models  — and distribution of their impact. Originals internalize others' perspective and construct new sets of ide...

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Grit- ask on how determined a person in pursuing his dreams.

Rigor- ask if there was a time he considered a data to make a decision.

Impact- ask for what he have contributed to any organization and his inspiration.

Teamwork- ask of his experiences on ...

The wrong questions

Some questions are too easy to fake, for example, "What's your greatest weakness?" Other questions like brainteasers reveal more about the manager than the candidate.

Behavioral questions about a past experience can help anticipate future behavior. "Tell me about a time when.....

Hire for potential, not experience

You should look for people who have a solid and versatile foundation and the ability and desire to learn new things.

Keep this in mind for a recruitment and retention strategy as well. Too often, companies don’t want to promote from within because they want someone in the p...