Introduction
As entrepreneurs we have to do the critical task of hiring.
And how do we do it?
We post our requirements on job boards like LinkedIn and wait for candidates with expected degree, technical skills (the more the merrier) and years of experience to submit their applications. This is the standard approach of hiring and there is nothing wrong with it.
Obviously, you need skilled and experienced workers to efficiently do their jobs.
But often we forget that we are not just trying to hire an employee, we are onboarding a person who is supposed to:
- to be an excellent team player
- playing instrumental role in companies’ growth, and
- a reliable hand when your company is in trouble.
These qualities, as I understand, are non-negotiable essentials, especially in a small business, particularly during its beginning days.
To identify these qualities in a candidate, you need to assess the underrated skills that rarely appear in job descriptions but often matter most during the interview process.
Skills to Look For
In this section I will talk about some soft skills which are ‘must have’ in an employee but difficult to identify in regular interview sessions.
To identify these skills, you need to focus on candidates’ previous experiences of problem solving, teamwork, case study of a stressful experience in a previous job, or an incident from life etc., among others.
However, the detection technique will be different for each skill, and here’s how you can do it:
1. Adaptability:
Businesses frequently experience changes, ranging from significant events like leadership changes to smaller, ongoing adjustments.
Adaptability is vital in this dynamic landscape.
Employees who embrace change contribute most effectively to modern workplaces.
A study by Harvard Business School found adaptability to be the top leadership quality, with 71% of executives prioritizing it.
Adaptable individuals are resilient, curious, and open-minded.
They adeptly navigate shifting priorities and challenges while remaining composed, focused, and optimistic.
Thus, cultivating adaptability is imperative for individuals seeking success in today’s fast-paced professional environment.
What You Should Ask: If you are suddenly reassigned to a new task in a project, along with the tasks you are already doing. How will you handle this situation?
2. Curiosity:
A curious individual possesses a keen interest in learning and exploring new concepts.
They effectively combine asking questions with quietly observing to gather necessary information for well-informed decisions.
In the workplace, curious employees offer a fresh perspective and an open-minded approach to problem-solving and conflict resolution.
Instead of reacting defensively to conflict, they prefer to ask questions in pursuit of mutual understanding rather than focusing on winning or being right.
In the face of obstacles, a curious person maintains a sense of curiosity and avoids settling for conventional solutions.
Hiring curious individuals is essential for companies wishing to challenge existing norms and combat stagnation.
What You Should Ask: When was the last time you learned a new skill? How much time in a day do you invest in learning something new?
3. Perseverance:
Perseverance is the quality of continuing to try, even in the face of setbacks.
It is a key factor in predicting success and has a significant impact on work performance.
During tough times, employees with perseverance stay focused and dedicated, approaching challenges with a positive attitude and strong work ethic.
What You Should Ask: What are the major failures you have faced in your life/career, and how do you motivate yourself to move ahead?
4. Positive mindset:
A good candidate should have a positive mindset to look at problems.
Persons with a positive mindset take problems as challenges and focus on possible solutions.
In order to do that he/she will go beyond personal limitations by learning skills and will develop through time.
Such personalities embrace difficulties, look for opportunities and adapt to changes quickly.
A positive mindset allows a person to be active and daring, and they will not hold back thinking of consequences.
It is difficult to judge a positive mindset with a single or a couple of questions since it is a behavioral trait.
What You Should Ask: You can ask the candidate to perform a specific task within a time limit and add difficulties (which are not usual) and observe his/her way of responding.
There are several other soft skills people may suggest, but these four are the most crucial to look for.
Beyond this, you should have a good understanding of candidate types.
This is decided on the basis of skill, experience, and achievements.
To my understanding, there are four types of candidates, and you should know the differences for better judgment during hiring.
Types of Candidates
To begin with, let’s assume that no candidate is bad; some are just not fit for the role.
And those who suit the role have varying degrees of fitness.
Let’s see how it works.
Type one: The not suitable
These are the people who clash with the team or role in plain sight.
Such selections resulted from rushing the selection process.
This results in overlooking the resume, relying on instincts over qualification, being swayed by the outside charm, desperation, and sometimes favoritism.
What you should do is verify the candidate’s qualification, experience and background thoroughly.
And you should not rush the process.
Type two: Qualified on paper
The hiring process might focus too much on how someone seems, rather than how well they actually fit.
This can lead to hiring people with the right resume but the wrong personality.
These hires might need extra help to perform just okay, and in some cases, their lack of fit can bring down the team’s morale.
Type three: Regular safe candidate
Companies try to avoid these personality-based hiring mistakes by using a more rigorous process with in-depth interviews, skills assessments, and background checks.
However, this safe approach can unintentionally lead to hiring similar to the past, ending up with qualified but just average employees who might lack the motivation, cultural fit, or leadership skills to truly excel.
Type four: The Champions
These individuals are highly motivated, take initiative on challenging projects, and integrate well with the team culture and manager.
They’re the driving force behind a company’s success, consistently delivering strong results.
Which One You Will Choose
I believe it is needless to mention that the first and second type of candidate are a strict no-no.
You should aim for the fourth type, but if you are ‘just married’ to entrepreneurship, it may be difficult for you to compensate for such candidates.
Because these candidates often come with a good length of experience and skill set and expect a higher salary.
If you can afford them, hire without a second thought, and if you can’t, try not to settle below type three.
Conclusion
Hiring the right talent is crucial for the success of any organization, especially for entrepreneurs and startups.
While technical skills and qualifications are important, it is equally essential to evaluate candidates on their soft skills and personal attributes.
Qualities like adaptability, curiosity, perseverance, and a positive mindset can make a significant difference in how employees navigate challenges, contribute to the company’s growth, and fit within the team culture.
By adopting a thorough hiring process that assesses both hard and soft skills, entrepreneurs can increase their chances of finding and retaining “champion” candidates who are highly motivated, take ownership, and drive the company’s success.
Ultimately, building a team of individuals who not only possess the necessary expertise but also the right mindset and cultural fit can be a game-changer for entrepreneurial ventures.
