We know you. A busy, unstoppable founder, juggling a million things at once – who has time for interview planning while they’re busy conquering the industry? After all, you’re a people person, and you’ve got this. A quick LinkedIn scroll and a glance at a CV and you’re good to go.
The allure of the casual, unstructured interview is undeniable. It feels warm, and inviting, a start of a potentially beautiful connection. But here’s the cold, hard truth – a whopping 80% of candidates hired through unstructured interviews either resign or are let go within the first year. Turns out, warm and cosy doesn’t quite cut it in the long game of startup success.
So why do these seemingly great conversations lead to startup heartbreaks? In brief, it’s the lack of objective assessment of the key fit factors that predict future success. Sure, the chat might be fantastic, yet it fails on the critical aspects vital for a successful hire.
Let’s have a look into the pivotal areas where unstructured interviews often miss the mark:
Past Performance Alignment: you might want to know if the candidate’s past achievements line up with your startup’s immediate needs and future objectives. Just a thought.
Managerial Compatibility: Are they best suited to your leadership approach? Identifying the type of management style a candidate has previously excelled under is pivotal.
Motivation and Drive: What fuels their fire for success? What motivates them to excel in their roles is key for long-term engagement and productivity.
Collaboration and Team Skills: Teamwork, problem-solving, and their past experiences with diverse teams – all essential for startup dynamics.
Problem Solving and Critical Thinking: Evaluating a candidate’s problem-solving approach, curiosity, and ability to articulate solutions doesn’t usually happen in an unstructured interview.
Job Motivation vs Task Completion: Are they actually motivated by the job itself or are they out to get any job on offer?
Pace and Adaptability: Startups are not exactly known for their slow and steady pace. Can they match the speed and adapt to the frequent changes?
The remedy lies in structured interviews. Sure, it demands more prep time, but the perks are worth it. Crafting questions that get straight to the point allows for a side-by-side analysis of candidates based on the real deal-breakers.
Here’s the lowdown on why structured interviews are the real MVPs:
Objective Comparison: Like the startup Olympics, structured interviews level the playing field for a fair and objective comparison of candidates.
Predictive Accuracy: Focusing on relevant criteria offers a more accurate prediction of a candidate’s potential success within your startup.
Reduced Bias: No personal biases – structured interviews don’t play favourites.
Improved Hiring Decisions: Data-driven choices that align with your startup’s grand plans.
All we are saying – resist the siren call of the casual chat. Instead, invest your time in structuring interviews that scrutinise the essential attributes vital to your startup’s success. It’s not about losing the warmth; it’s about cranking up the heat with a strategic approach. Because, let’s face it, your startup deserves its own A-team.
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Who we are
Offering personalised, consultative service, at TableCrowd Talent we’re a specialist recruitment agency with our finger on the pulse of the startup and scaleup scene. We are committed to matching graduates, professionals, and C-level executives to exciting startup and scaleup jobs across London, the UK, and Europe.
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