<\/span><\/h3>\r\n\r\n\r\n\r\nYou need to assess people on their behavior, mentality, and match the values of your startup. Never hire people with bad attitude. It only takes one jerk to poison an otherwise stellar team.<\/p>\r\n\r\n\r\n\r\n
Go for candidates with an opinion, people who can honestly explain what they like and dislike and believe in missions, values, and visions.<\/p>\r\n\r\n\r\n\r\n
<\/span>2. Ready to learn<\/strong><\/span><\/h3>\r\n\r\n\r\n\r\nIn a startup, you need people who learn other skills as well and take responsibilities when required. Look for people who are eager to learn and able to grow with your company.<\/p>\r\n\r\n\r\n\r\n
<\/span>3. Hire for attitude<\/strong><\/span><\/h3>\r\n\r\n\r\n\r\nFocus on intelligence, personality, and diligence. Instead of testing for specific knowledge or skill, check how a candidate reacts when you ask them to do something they haven\u2019t worked on before. Carry out behavioral interviews, in addition to the standard ones. Always have a good store of behavioral questions.<\/p>\r\n\r\n\r\n\r\n
20 Problem Solving Interview Questions to Find Your Next Rockstar<\/strong><\/a><\/p>\r\n\r\n\r\n\r\n<\/span>A Bonus Tip: Always Be Hiring!<\/strong>