Compiled by Peter/CXO Wiz4biz 9/13
1st Interview by Phone * – so you see how well they communicate and if they’re comfortable (self-confidence) taking to someone new – without their appearance affecting your judgment.
2. Ignore the Irrelevant. Would a PhD or VP from a big company be good for your Startup organization? S/he may be used to throwing big bucks at a problem – which you don’t have. Lean forces more creativity. Which is good.
3. Hire Infected People – that have fallen in “love” with your Product or Service – before or when you tell them about it.
4. Hire those Better than you – to challenge you & come up with great ideas – that will also trigger other ideas in you & others.
5. Double Check your Intuition. Have an Interview form * with all the relevant questions you want to ask them. Take Notes, because you’ll never remember all the answers – especially, if you’ve had a few Candidates.
6. Issue a Challenge. How do you organize for solving a problem? Do you have any ideas on how to “improve” our Products or Services? You can go into more detail, if you have a 2nd Interview.
7. Other Interviewers should be chosen – depending on the significance of the position & those affected. Have them fill out the Interview form*. If you have several Interviewers, have an Admin to tally the results – so you can get a see some areas where you want to ask questions. Call a short Meeting to discuss the Candidate and anything you don’t understand. Ask what they think is “fair” compensation.
8. Check Independent References – depending on the importance of the position – by going past their List of References. Do at least 1 of the people who worked for them & 1 they worked for, then associates, groups they were in. Surf the web to find these & other info about them.
9. Realing them in !!! Once you feel u have the right Candidate, use all your tools – beyond Salary & Stock – to sell them on your Vision, Team and other intangibles.
10. Sell their Family & Friends (if needed) ie, invite their most significant other/s (spouse, best friend) to hear your pitch – Why to work here !!!
11. An Offer Letter is the Final Step. Discuss compensation as soon as it comes up. Start with a range. When you make the verbal offer (from the input of your Interviews and those of other Interviewers) leave a little room for negotiation. When you come to a Verbal agreement, the Offer Letter makes it official.
12. When they Start, make a special effort to get them knowledge-able & involved. You can back off on “selling” them on your company when the catch the spirit.
* Forms available “free” from Peter/CXO Wiz4.biz
[ 8. Check Independent References, 9. Reeling them in, 10. Sell your Family & Friends, 11. The Offer Letter, 12. When they Start in Premium Content ]