Startup recruitment: What to Look For in an A-Player

When it comes to startup recruitment, it can be tough to separate the “good” candidates from those who are truly A-players.

I came across an article today by Mark Bregman which simplifies some key traits all A-Players should possess, whether they are currently on your staff, or whether you are evaluating a candidate. Here are some great hiring tips:

The 8 traits you will find in every A-Player are:

1. Initiative– Do you think this candidate would go above and beyond their standard job expectations? At expansion stage companies, it is imperative that employees at all levels require only minimal hand holding and direction.
2. Drive– Does the candidate possess a true desire to excel? When conducting a topgrading interview, you should see a pattern of behavior based upon a drive to succeed.
3. Leadership– Look for people who not only have high expectations of themselves, but also have the ability to empower, inspire, coach and teach those working with and working for them. Leadership is an important trait to look for in candidates for all positions and at all levels, not just your management teams.
4. Flexibility– At any startup, it is important that those you bring aboard are agile workers who are able to switch gears and quickly adapt to changes within the company. Has your candidate demonstrated this ability in the past?
5. Problem-Solving– The ability to quickly, creatively, and decisively drive toward solutions on critical issues could save your company time and money. Can your candidate give an example of problem-solving skills they used to make a difficult decision or to determine a solution to a problem?
6. Teamwork– At an expansion stage company, the ability to support and work with others is critical. A true team player will help to facilitate a better performance from his/her peers. Ask your candidates for examples to display their teamwork skills.
7. Job-Fit– Assessing a candidate’s past performance can help to predict their future success in the role. An excellent way to assess past performance is through a focused interview. You may also want to determine job fit through an assignment, such as a questionnaire, to better evaluate how a candidate may react in given situations, or even to test their knowledge in certain key areas. It is also important to assess whether a candidate is a character and personality fit for the company culture and needs of the job, and to utilize reference checks to cross check your assessment.
8. Motivation– Why does your candidate want the job? Try to evaluate whether their expectations, needs, and wants are aligned with the ideals the position and your company has to offer. Those who are highly motivated in their jobs will outperform those who are bored or unhappy, so make sure your candidate is the appropriate match for the position so they will strive for continued success.