(You can tell they all work together because they’re looking the same direction. Image.)

It’s that time of the month again where we check back in with some advice on how to run your startup. Last time, we talked about the exciting world of feline dating websites and how to navigate copyright in creating said sites.

This time, we’re talking about one of the most important factors in building a successful business: who you hire. Sure—the common perception may be that there are qualified people all over the place who need a job and will fall right into your lap, making it typically easier on the employer than the job seeker. I’m here to tell you that is not necessarily true—especially for startups.

Finding a good fit for what you’re doing can be tough, here are some things you should look for/keep in mind:

1. A culture fit

What kind of culture does your company have? Do you have an open office space with puppies walking around? Do you regularly go out for team happy hours because you genuinely enjoy each other’s presence? Or are you more of a reserved, quiet, and hard working office space? There’s no problem with any of these approaches, as long as you have the right people to carry it out. Keep in mind that you’re going to be spending just as much time with these people as you do with your family and best friends, so make sure you love them.

2. Inquisitive

Are they asking you as many questions in the interview as you’re asking them? A qualified candidate for a startup as hip and cool and respected as yours should make you want them as much as they want you. A jobseeker that is desperate enough to take the first job that makes them an offer probably isn’t all-that.

Hooray! James Franco’s brother showed up! Image.

3. Potential > record

Of course you want a hire to have a nice résumé and record of experience, but that isn’t all that matters.  A lot of college grads have incredible amounts of potential but no incredible amount of experience.  It’s your job to find this potential and mold it into the type of employee you want and need.  You’re also likely to save a whole lot of money going with the potential over the fancy résumé that is probably looking for a much fatter salary.

4. A learner

What did your candidate learn from their last job? That’s important. Again—potentially more important than a résumé. A résumé is basically just words on a piece of paper. What someone can tell you about those words in an actual conversation speaks more to experience.

5. Versatility

The most helpful hires will be capable of taking on more than one role. They will, if necessary, put the company before themselves and do what needs to be done to help it move forward. If they learned things at their last job they should be more than willing to continue learning at this one. You want your new hires to grow with your company. You want the to continue moving up the ladder to build a strong core as you move forward. Versatility is a key factor in this.

Image.

Your hard work hiring will prove it’s importance when you have the right people you need to begin building your company. Hire it up!