The Recruiting Process: Looking Beyond the Attractive Resume
By Ariel Arrieta, Co-Founder & Managing Partner at NXTP Ventures
Hiring is one of the crucial tasks for entrepreneurs. Your startup is who you are hiring.
One common pitfall I see founders making is focusing too much on hiring an “attractive” resume — one that boasts impressive credentials, prestigious institutions, and a long list of name-brand accolades. Relying solely on the resume as a determinant of a candidate’s potential can lead to overlooking other crucial factors contributing to a successful hire.
In this article, I’ve shared best practices for founders to look beyond the attractive resume and focus on what truly matters in the hiring process.
Prioritize cultural fit
Instead of focusing solely on credentials, consider how the candidate’s values, attitudes, and working style align with your organization’s culture. By prioritizing cultural fit, you can ensure a more seamless integration of new hires and create a supportive work environment.
Assess problem-solving skills
A candidate’s ability to think critically and solve problems is often more important than specific skills or experiences listed on their resume. Incorporate situational questions that require candidates to demonstrate their problem-solving abilities during interviews.
Emphasize soft skills and autonomy.
Communication, teamwork, and adaptability are important for success in a startup environment. As the CEO of Snowflake, Frank Slootman, writes in his book Amp It Up, “Hire drivers, not passengers.” Assess soft skills through behavioral interview questions and pay close attention to a candidate’s demeanor during the interview process.
Look for potential, growth mindset, and mission alignment
Hire candidates who demonstrate a willingness to learn and adapt to new situations.
To assess their alignment with your company’s mission. The best way to alinght the incentives is whether they’re willing to accept a salary pay cut in exchange for equity. This helps separate what candidates “say” from what they do.
Use references, backchanneling, and prioritize trust
Speaking to former colleagues and managers can provide valuable insights. As Simon Sinek notes in his book, The Infinite Game, “The Navy SEALs have concluded that trust is more important than performance.” Keep this in mind when evaluating candidates.
That being said, I wouldn’t categorically advise founders to always or only look beyond the resume. Seeing that a candidate has gotten into a prestigious organization and accomplished something means or worked at a well-known company and moved the needle in a positive direction actually means something. I’d recommend that founders appreciate the resume’s significance while also conducting a comprehensive evaluation of the applicant, moving beyond just a mere focus on prestigious logos.
If you’re looking for more insight into hiring check out the following books:
1- Amp It Up by Frank Slootman: Book, Podcast, or Interview
2- Build by Tony Fadel: Book or Podcast
3- Who by Geoff Smart and Randy Street: Book or Lecture
4- Hiring for Attitude by Mark Murphy: Book or Video
5- Principles from Ray Dalio: Book or Video
