When it comes to interviewing, if you want real answers you have to ask the right questions — the more unexpected, the better. Ten leading tech founders and CEOs share their favorite interview questions for picking out the best from the rest.
It’s no secret the impact great talent can have on driving your company to success. But when it comes to interviewing candidates, how do you really weed out the pretenders from the true contenders? Sure, you can go through the list of conventional interview questions — “Where do you see yourself in 5 years?” or “What are your strengths and weaknesses?” — but as these examples show, in order to truly find the perfect fit for your team, you’re going to have to dig a little deeper. And that means asking unexpected questions to get candidates off their scripts.
There’s a lot to consider when looking for your first startup job. Discover how to find the perfect fit.
Whether you’re looking for your first job or interested in some new scenery, startups offer an exciting possibility to truly get your hands dirty (in a good way, of course). But there’s a huge range of companies out there to choose from. In this post at his blog, Hunter Walk offers advice on choosing your first startup job.
Want to know the secret to hiring fast and hiring right? It all comes down to knowing how to interview effectively. In this free guide you’ll get exclusive access to tips from industry experts and learn everything you need to know to start interviewing like a pro.
Hiring and retaining top talent is one of the most important steps you can take toward building and scaling a great business. But it isn’t always easy. In fact, many companies struggle to make effective hires, which often reduces productivity and morale, and increases costs. Fortunately, by following a tested and proven hiring process, you can greatly increase your chances of bringing the right candidates on board.
“The Savvy Interviewer’s Guide: How to Conduct Successful Interviews and Improve Hiring Effectiveness” explains how to plan and execute a constructive interview process, assemble the right interview team, ask questions to properly vet candidates, and manage feedback following interviews.
Don’t let a problem run rampant without even realizing it; plan for the real reason employees quit before it can become a problem.
Any company is only as good as the people it employs. That means you need to make quality hires and offer your staff an enjoyable, nurturing work environment. So if you’ve bought the ping-pong table, eased up on the dress code and generally promoted a fun, relaxed environment, you might be surprised to see people walk out the door. Kris Dunn lets you know the real reason employees quit in this post at The HR Capitalist.
This Valentine’s Day, entrepreneurs should take a moment to show their appreciation for that other special someone in their life — their co-founders. Here are eleven quotes from experienced founders, sharing their advice on how important it is to find the right match and the keys to maintaining strong co-founder relationships.
While you may not be going on a candlelit dinner with them tonight, calling your relationship with your co-founder simply professional likely doesn’t do it credit. As Paul Graham put it, “Several people [use] that word ‘married.’ It’s a far more intense relationship than you usually see between coworkers — partly because the stresses are so much greater, and partly because at first the founders are the whole company. So this relationship has to be built of top quality materials and carefully maintained. It’s the basis of everything.”
With that said, here are 11 quotes from founders and entrepreneurs that emphasize the importance of that all-important partnership, and offer their advice from finding “the one” to making it work throughout various stages of your company’s growth.
After transitioning his business from a small, tight knit unit to a large-scale business, UnboundID CEO Steve Shoaff has learned a thing or two about how that growth can impact a company’s hiring strategy.
When it comes to running a successful business, few decisions are more important than those first early hires.
Making sure your initial core group is aligned around the same vision, values, and goals is absolutely crucial. As you grow, however, your hiring needs and focus begin to change. While that initial emphasis on cultural fit and technical competency is still important, expansion brings with it a need to branch out and fill new roles required to develop organizational structure and processes, and to operate the growing company on a day-to-day basis.
For growing software companies, establishing an internship program and recruiting recent grads from top universities can be one of the best (and most economical) ways to build out competitive teams.
University recruiting programs are a great way to attract top intern and entry-level talent to your company. They can also be instrumental in creating brand awareness around your company and product so that when students, recent grads, or alums are looking for a new opportunity, they think of you.
The best part is that while building a university recruiting program may seem daunting at first, by following these four easy steps your company can start seeing results in no time!