It’s always encouraging to come across perfectly fitting resumes that indicate rich and exciting experiences. These folks would be great additions to your team and make a faster impact on the business.
However, a rock star candidate must be vetted in terms of attitude and culture. The simple fact is that people can be awesome but they need to fit together well. Here are a few tangible points that can help your decision on the next 10/10 candidate:
Energy and Passion
Your small business may not have a household brand name and the best package. Most of the early team members come together in a startup because they are excited about what you are doing. If you are unable to feel the candidate’s excitement for your vision – their skills maybe irrelevant to you in the longer run. A lot of energy drives the early growth in a small company. If the person does not care at all about why you are in business they might not be a game changing employee.
The Wrong Questions
If the candidate’s questions hover around your current milestones but not your final vision, you should make more of an effort on communicating the longer timeline again. For instance, the discussion should definitely weigh more on why you are doing this and what your final goal is. This provides insight into the candidate, which may be missing on that 8 by 11 inch resume sheet.
If the discussion doesn’t seem to move beyond the current revenue level or ongoing projects (depending on the job profile) – something is off.
Know It All
A candidate may have a lot of relevant experience for the role, but if he has an arrogant disposition about what he knows then it might be hard to share thoughts and feedback with him. You have to think about the rest of your team and make sure that everyone is going to be comfortable with the team chemistry.
Is the candidate inclined towards doing everything at once? They might be talking to you about a particular role, but suggesting that they enjoy doing a little of everything and always had a varied focus on all previous jobs. This could be really valuable in a certain context, but a disaster depending on what you are looking for. There is a clear line between multi-tasker and task jumper.
Has this person been changing jobs every one to two years? Well, then your hypothesis of a 10/10 candidate needs to be revisited. Enough said.
So make sure you look at your entire stack of applicants a little more carefully – there might be diamonds with rough resumes.
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