Question

For such a company, what is the best shortlisting and interviewing strategies they could use??"

Five years ago, you and three friends created an IT start-up. The business is growing well: you are not millionaires yet, but you have hired additional staff members over the years. These were mostly friends of friends who were interested in the work. You have just won a large multiyear contract, and you will need to hire at least half a dozen more programmers and web developers. You decide you need a more organized system of hiring. What does that system look like? What do you do?

Answer 1

Answer- The scenario given here shows that the IT startup is now tending to hire people outside of their known faces and is more focused now to recruit based on talent and not just familiarity as they need to give the best output for the newly accrued multiyear contract project.

• So firstly the team needs to define a hiring team that would filter out candidates based on their requirements and finds the best fit.
• Secondly, besides the skill match, while hiring candidates in a startup, cultural fit is also very important
• Deciding upon a correct test to gauge the skill as well as an emotional match of the candidate to the company and job is important.
• Pay and stability of startups often create issues in finding potential good candidates but offering perks (like a free meal) that somehow compensates this gap would give a lift in the candidate search process.

I could take up the role of screening the final shortlisted candidate. As I, along with my friends, actually started the business so, considering there are not many hierarchies in the organization I know best what my organization and the contract needs and I believe I would take up the role of final screening and selecting the final candiates.