The Best Hiring Process-Part I

There are many aspects to hiring great people, and various people smarter than me have written extensively on the topic.

So I'm not going to try to be comprehensive.

But I am going to relay some lessons learned through hard experience on how to hire the best people you've ever worked with -- particularly for a startup. I'm going to cover two key areas in this post:

Criteria: what to value when evaluating candidates.

And process: how to actually run the hiring process, and if necessary the aftermath of making a mistake.

Criteria first.  Lots of people will tell you to hire for intelligence. Especially in this industry.

You will read, hire the smartest people out there and your company's success is all but guaranteed.

I think intelligence, per se, is highly overrated. Specifically, I am unaware of any actual data that shows a correlation between raw intelligence, as measured by any of the standard metrics (educational achievement, intelligence tests, or skill at solving logic puzzles) and company success. Now, clearly you don't want to hire dumb people, and clearly you'd like to work with smart people.

But let's get specific - Follow Us on the Part -II Next Week.

 - TEAM WINTEG UNITED, 2012