#Startup panic tips professional
Therefore, it is worth evaluating not only his professional skills, but also his personal ones - his values, interests, how he behaves. You have a lot of work to do with the team. Moreover, an HR specialist must definitely understand your industry, otherwise he will not know who the project really needs and will not be able to find many suitable narrow-profile candidates. You can, of course, hire a good HR specialist and conduct interviews together - he searches for and attracts people for interviews, also asks general questions, and you connect on the most interesting - to discuss professional issues. Therefore, it is you who should be looking for key team players. You know who you need in the team and you feel who is interested in the project, and who is not really. You know your product better than anyone else. So you immediately exclude those who are not particularly interested, and those who did not even bother to familiarize themselves with the project. In a test task, at an interview or during an introductory conversation, I advise you to at least ask the candidate a simple question: “What would you improve in our project?”. The problem is that there are very few options for motivation in a startup - it will not work to scatter money, therefore, it remains only to initially take into the company people charged, getting high from work, burning with the idea of the project and ready to bring it to the top. To do their job well, the team must be motivated - startup participants should not treat the project as if they were ordinary work with a conditional "five days" from 9 to 18. HR professionals have a cool rule to keep in mind for all entrepreneurs, especially startups:Ī startup is eternal uncertainty, lack of stability and a clear understanding of whether the project will take off or not. I remembered my experience of finding employees for a team and made a list of tips that will help you attract the best specialists and turn your startup into a successful business. You need to be as attentive as possible to the process of finding employees for the project - spend time creating a selling and attractive vacancy, select specialists and ask the right questions at interviews. To do this, the team must consist of suitable people, because it depends on them how the project enters the market, whether it will attract the first investors and customers, and whether it will be successful.
Under these conditions, you need to make a working product as soon as possible so that at least some movement appears. In a startup, the room for maneuver is limited by the amounts that investors invest in the project. Then I realized that it is very different from a regular business and faces difficulties that would not be a strong problem for a “non-startup”.Īn established business that brings in money can afford a lot: scale, recruit a large team, hire interns, invest large budgets in production and advertising. One of the first projects I worked on was a startup.
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