Own a start-up? 11 hiring mistakes to avoid while recruiting

Always remember that the trust between longtime beer buddies might not be enough to handle tough business decisions, reports Tech In Asia

As a startup founder, hiring top talent was one of the biggest challenges that I faced. Here are some of my learnings in the hopes of benefiting anyone who reads them.

1. Hiring to meet arbitrary deadlines

I allocated myself deadlines to meet in every department, including hiring. But not all of them were necessary, and I let internal and perceived time pressures push me into making hasty decisions.

2. Hiring those who fit my budget, not requirements

While I agree that you need to be pragmatic about budgets, especially if you’re bootstrapping, you need to find motivated people who value passion.

3. Hiring for skills, past accomplishments, or pedigree, instead of attitude

Nothing beats great attitude. Period.

4. Not hiring a diverse team

Never ever hire people who have the exact same or very similar skill sets. Different people bring different things to the table, which you need!

5. Hiring based on first impressions

When interviewing candidates, try to invalidate your first impression of them.

6. Hiring someone who isn’t cut out for the startup life

The work hours can be long, you don’t always get weekends off, and the salary—at least in the early years—may be comparatively shitty.

7. Not defining responsibilities for a role

While having a pleasant colleague is a plus, you’re at a loss if you don’t know how to utilize his/her skills. 

8. Not knowing an employee’s motivations

I know attrition is a reality of life, but the exit of an employee from a cohesive team at a critical hour does more damage than you imagine. 

9. Not defining my company culture

The company culture is also essential in shaping how you engage with prospects at a first, second, or third degree. 

10. Hiring friends

Always remember that the trust between longtime beer buddies might not be enough to handle tough business decisions or cash crunches.

11. Not listening to my heart

If there is even an iota of doubt after the second or third meeting, don’t hire. 

This is an edited excerpt from the Tech In Asia. You can read the original headline here