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Three Red Flags to Watch Out for When Hiring a New Startup Employee

There is a hunger for talent out there and most entrepreneurs have learned that the hard way. If you’ve ever hired someone to join your company, you know that finding the right startup employee isn’t easy.

The qualities to look for are many – from skills and talent through the ability to work well in a team to having the right motivation and enthusiasm. Hiring can be very time-consuming, which is why many entrepreneurs get excited when they meet a candidate that seems suitable for the position and hurry to close the deal.

But bringing on board the wrong employee can disturb your business, especially when the team is still small. If you want to make smarter hiring decisions, watch out for these three red flags.

The candidate has no idea what your company does

Working in a startup is challenging. To be willing to put the extra hours, the employee must be driven by a motivator, greater than the salary. The ideal startup employee must share the same vision and enthusiasm for the product. If a candidate didn’t even bother to do some research about the company, it means that they are just looking for the next job, not a long-term fit. If they don’t know what the company does and what problems you solve, they won’t give their heart to the job.

The candidate wants to join a startup for the wrong reasons

Working for a starting company has many great benefits – from the opportunity to be part of building something great through the ability to expand the knowledge and develop new skills to working alongside other startup enthusiasts. If the candidate wants to join the team just because you offer flexible work hours and you have an awesome gaming room at the office, they might be only after living the “entrepreneurial dream” without being entrepreneurs themselves. Find out why they want to jump on the bandwagon to make sure they are in for the right reasons.

The candidate doesn’t follow up

This one is a very, very important one! You want your hire to really want the job you offer, right? Otherwise, why bother? So, if they really want something, they should do everything they can to increase their chances of getting it. If the candidate doesn’t follow up with a Thank you for the interview email or any type of post-interview email, they might not be that interested in the position.

The way they handle the situation will help you understand their personality as well, especially their business relationship and social skills. Being a great networker is a good trait for a startup employee. It is a skill that you should look for.

What are your best hiring practices? What influences your hiring decision?

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