While recruiting for a large company, the questions stick to a known format – technical, interpersonal and soft skills, and educational qualifications – but startup recruitment is a tad different from large companies. Every individual adds significant amount of character to the small team, and picking the right person becomes more important than ever.
After talking to a bunch of growth-stage Indian startups, which have done this recruitment drill ‘oh-so-many-times’, here are a few questions that stand out as the ones that must be added to your existing set of interview questions.
This is a great question to test if the candidate has done his/her homework about your company.
This question will help eliminate people who have job aspirations that can only be fulfilled in large corporate management roles.
This question will help you understand how flexible the candidate is, and also how keen he/she is to get the job.
This question will help you chart out the growth plan for this candidate.
If the candidate has an idea, and wants to build on it someday, probe deeper into it. You might be able to tweak it a little and jointly build something for your company. Win-win situation.
This question will help you assess how reliable this candidate will be in challenging times.
This question will help you see how emotional the person is, and if he/she is experienced enough to handle bad news.
This question should be the last question, so that you see the candidate without his guard on. It will help you know if you can have an interesting conversation outside of work with this candidate.
If you think we’ve missed an important question, feel free to add them in our comments section below.