What Qualifications Do You Look For In A Startup Employee

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Bad hires can be expensive for a company. Employees who do not fit the role you hired them for, not only cost the company financially, but they can also bring down the productivity and morale of your team. For a bootstrapped startup, such recruits can deal a devastating blow.

One of the popular maxims in Silicon Valley is “hire slow, fire fast”. That is, startups should be careful while hiring new employees, but should be quick to fire someone who does not fit. But hiring can be quite an arduous task. Startup kuwait phone number resource roles are demanding and often require employees to don multiple hats at work. This makes the job of a recruiter challenging because you may not know all the different roles that an employee will be required to handle. How do you draft a job description for a role that is so diversified?

As someone who has managed a startup team of wonderful employees for several years now, here are some key lessons that we have learned through this time.

Peer benchmarking
The first step in building a job description is identifying the fundamental skills your employee must have. This includes the technologies that a prospective employee has experience in, along with other hard and soft skills that are important to the role. One quick way to build a list of such skills is peer benchmarking. One strategy that has worked for us is to look for jobs posted on niche industry portals instead of those published on sites like Monster or Indeed. These portals have a lot more depth in the kind of openings they have compared to the wide range of profiles you see on horizontal job portals. A peer benchmarking study will give you an idea of the wide range of skills that a candidate must have (or be willing to learn) to qualify for the role.