3 Requirements for Startup Hiring - Spark Hire

3 Requirements for Startup Hiring - Spark HireSmall business and startup hiring isnt like hiring at a big corporation. You dont need pegs to fit into vacant holes. What you need are employees who not only meet a need but function outside of that need as well. Thats why the hiring process isnt simply about posting an ad and waiting for resumes to come in. Its really a pursuit on your part for the best possible plus-rechnen to the team.Slava Rubin, the CEO of Indiegogo, put it best when he wrote for The Globe and Mail, This process isnt about talent consultants or posting help wanted ads or pulling resumes from envelopes full of glitter. Its a part of every employees job to actively and aggressively pursue and not just wait for their next phone screen to get scheduled.With that, Rubin cites the three requirements for small business and startup hiring1. Hiring entrepreneurs vs employees. As Rubin pointed out, this is an active pursuitof quality people to add to the team, not an open in vitation. With that in mind, startups and small businesses need to look for more than a skill set. They need to find candidates who have a drive to think and create with innovation employees who dont just sit at the table they bring something to the table.You can find these candidates by networking. Attend industry conferences and conventions, meet with other heads of startups and small businesses in your industry and strike up conversations on social media with entrepreneurs that interest you. This will give you a pulse as to who you should be watching and actively recruiting.2. Dont focus on experience. These days, small business and startup hiring isntabout how many years a candidate spent at companies X, Y and Z. And sometimes, its not even about whether or not a candidate has a college degree. Its about innate talent and well-rounded, outside-of-the-box mentalities, implies Rubin.Think about brands like Google and Microsoft. Theyre known for asking the zaniest, riddle-like que stions in interviews. Thats because theyre more interested in how a person thinks rather than what theyve been taught to think. Its these creative minds that push small businesses and startups to success.3. Keep what works, improve what doesnt. If youve built a good brand, you dontneed to bring in employees who will attempt to reinvent the wheel, so to speak. Rubin states that you need employees who fit in with your company culture candidates who will uphold your product and your brand.However, he warns against creating a company of the same font of person and employee. If everyone is the same, where will innovation come from? Essentially, manage your small business and startup hiring in a way that seeks candidates who can be loyal to your companys roots and build upon them as well.How do you make sure your employees uphold your companys product and brand? Spark a conversation below.