Steve Bartel’s Post

Hiring 101 : Top 3 Interview Questions in Comments https://lnkd.in/e5vjtePq As we closed the first round of hiring for YogaPlusTech, here are my key learnings from an opportunity to act and work like a recruiter. Whether it was successful or not so successful - that duality I leave behind, and think of playing the Poker of Corporate World with my Shades and Cap on. When a stir of opportunity kicks off generally by a start-up or venture, it’s like the Big Bang. The need to create an organisation in any Co-founder’s brain starts stemming from the necessity of the idea. Well of course, while Necessity has been the mother of invention but Minimalsm is the Father of execution. I can’t be blindly giving birth to a 100 of my sons like Dhritarashtra, whose liability will lie forever with me, so rather make just one hire at a time. Screening candidates, and jumping into the phone call plays two ways. The interviewer wants Employee No. 1 and candidate is at the defence of proving that they are actually Employee No. 1. Who wins this battle is answer to the root level question - Whether the interviewer and the job applicant were a fit or not as Humans. People Management and Engineering has taught me that if the tool kit is not able to tighten the screw in the wall or deliver the last hammer on the nail, the opportunity is wasted and we need either a different set of tool kit or a new screw to tighten. That’s exactly how I filtered the intentions of anyone I have spoken to in the last few days. At the birth of the baby, no matter what you do the whole majority of population would be hell bent on making you feel secure because the human psychology and brain wants pleasure, after all ? But only the most concerned of the relatives will leave you behind the age old science of raising a baby - It’s all about the village because it takes a village to raise a child, and city to ruin it. Similarly, I have a special place in my heart for people who used the time and opportunity to guide me what medicines and nutrional values I should feed my start-up with, so it doesn’t poop and puke all the time. I tried to find the right tool kit and the right screw to tighten in myself as well whenever I was approached by a human level conversation. Here are the top 3 Interview Questions in Comments that helped me sail the Hiring Process and the values for a cultural fit in YogaPlusTech. Embracing my failures from the hiring process, I am giving you this syrup of self assessment to really check up on yourself everyday because if I studied evolution correctly, then overnight I am confident of being evolved enough to not make the same mistakes again, and also not to let my network do the same mistakes again. If you didn’t learn something new today, open a Dictionary. Here’s to learning more on this journey, and sharing with y’all. If you find the human generated content re-usable, worth sharing and knowing more, follow and connect with us to tell your journey with Yoga.

As a startup, opt for a long and hardcore interview process. Take candidates through 5-6 interviews, 2 hours each. Add a 5-10h take-home task at the end to be sure. For a grand total of ~20 hours per candidate. I mean, that’s not so much time, right? If they really want the job, people will accept, right? Right? That was the unfortunate thought process of a startup I knew. And it turned out to be the perfect recipe for hiring the worst candidates. Here’s the lessons they learned the hard way: → Top talent rejected the invite for lack of time → Landed mostly applicants with little experience → Wasted around 300h on recruiting, worth $20k+ Recruiters and startup founders, please let me ask you: Your company is not Google, Microsoft, Tesla, or Toptal, So why would candidates waste so many hours for you? Are you aware of how busy your best candidates are? So, if you’re not considerate of their time. They won’t consider your offer either. As a Freelance CTO, my approach to interviews is much simpler: → For juniors: 15min HR call + 30min interview → For seniors: 15min HR call + 60min interview → Optionally, send shortlisted candidates a paid take-home task → Or alternatively, offer to compensate for extra interviews → The entire process usually takes a week or two → It takes around 60h of management time → It costs about 2-3 times less The result? Top candidates know their time is valued. They feel respected, their motivation skyrockets, While the company gets to hire the best workers on the market. If you are looking for a Startup CTO for your project, Someone to hire, build, and lead your team Send me a DM with the word “CTO” P.S. How long do you think interviews should take?

Interview preparation for a start-up - should I adjust my approach?     Some interview preparation is standard, regardless of the company you're meeting. However, interviewing for a start-up is often a different experience from interviewing for a large corporation, and your preparation should be adjusted accordingly.   I've pinpointed a few key areas to help you when interviewing with a start-up…   COMPANY RESEARCH - start-ups are looking for candidates who are excited by the mission of the company. Being able to articulate why the company appeals to you is essential.   SHOW FLEXIBILITY IN YOUR ROLE - in a start-up, you will often have to wear multiple hats, be prepared to give examples of times you've excelled in tasks not directly within your remit.   THINK ABOUT CULTURAL FIT - every start-up is different and will have a distinct culture. Understand the company's values and how they align with yours.   BE ADAPTABLE - start-ups are fast-paced environments where unexpected shifts are a common occurrence. You should be comfortable working quickly and being able to pivot with the company. 

In our latest blog post tailored for tech startup Founders, we delve into the crucial realm of interviewer training—a pivotal aspect often overlooked in the fast-paced world of technology. Navigating the intricacies of hiring the right talent is paramount for startups, and this post aims to equip Founders with comprehensive insights into honing their team's interviewing skills. From crafting effective questions that reveal a candidate's true potential to fostering a positive and inclusive interview environment, the article provides actionable strategies to elevate the entire hiring process. Empower your tech startup by ensuring your interviewers are well-prepared to identify and attract the best talent in the competitive landscape. https://lnkd.in/etjw3Xgg

SUTD. Ace Your Interview Class1/3. I asked the class what do they want to get out of today's session. In their groups they discussed and negotiating for a good salary and benefits seem to be a recurring interest. I totally get it. When I was a young employee and later on as a naive self-employed, money was everything. For me then, it was to match the lifestyle of the people in the industry. I also once overstayed at a job that paid well but deep down, I was losing my soul. The under-current of politics, the lack of leadership and poor business directions. Took awhile before it eventually got to me. Now there's nothing wrong negotiating for the right compensation and benefits. Here are more factors I challenged the students to also look at. - what's the culture of the company? Does their values reasonate with yours? A toxic environment means paying with your mental, emotional, spiritual and even physical health. - a darling, over-hiring company now, can be the next Lazada or Amazon who are cutting their headcount. (I was part of the dot com era of the 90s that went through the same fate) - Leadership. Is this person a true leader whom you feel safe and can look up to? Or someone who looks out for themselves and will put you under the bus without blinking an eyelid? (Have experienced both ends of this spectrum). - can the company offer opportunities for you to learn skillsets (both hard and soft) that will greatly benefit you as a person? Start-ups can provide this experience. - how can you serve the company first before asking for what you deserve? - you are a valuable commodity with special skillsets and experience. Companies are also wanting you too. Don't need to be desperate. By considering the above, the Undergrads can focus on the kind of companies in their job search, hence getting clairity before the interview itself. I believe, we all deserve to be happy at work; at a fanastic company with great people and culture, feeling inspired everyday to do our best work. Do you have more tips to prepare for an interview? What do you look for in an organisation? What are the leadership qualities that are important for you?