Imagine the scene, you have a job interview with the CEO of a great Startup for the job of your dreams.
You Potash like crazy all the questions that are regularly asked in interview. You know exactly what you'll respond when he or she will ask you to tell you this experience, your main qualities that you learned from your previous jobs etc ... Except that the first question you ask the CEO is " What can you bring us? "This is the kind of thing to be expected when you go to an interview in a startup.
Here are some differences between the interviews in a startup and a large group that can help you better understand these to get the job you want.
Each major group who respects, must have a dedicated HR team. Indeed, the founder simply does not have time to pass job interviews with dozens of people a week because it must continue to lead the business in parallel.
In an interview in a large group, so you'll be confronted with recruitment experts, who occupy the HRD function and whose job it is every day. In comparison, the hiring process in a startup is very different. It is rare that the startup has a team dedicated to recruiting except when it is growing exponentially (type BlaBlaCar or Criteo).
Generally, it is a founding member who will be responsible for conducting the interview. According postuliez you for a startup or a large group, so the interview will take place not in the same way, it will be to you to adapt your speech according to what your partner expects. Indeed, a CEO will focus more on the business and operational part while an HR attempt to dig more on the consistency of your professional and academic background.
A CEO will focus more on the business and operational part while an HR attempt to dig more on the consistency of your professional and academic background.
When you have people fully dedicated to the recruitment of new teams as is the case in large companies, the interview process is often automated. Due to the large number of interviews and scientific studies on this subject, the big groups have standardized job interviews, asking for example, exactly the same questions to the candidates. This probably remains the most effective approach, the less discriminating.
Startup side, the CEO can ignore the best HR practices and therefore carry out a maintenance formal setting. The result is a recruitment process based entirely on the wishes of the founder, who will seek to focus attention primarily on certain details of your personality and your skills that will make you the ideal candidate to him. The startup side, each interview is somewhat unique because the people who make you spend the hiring process are not broken HR practices.
large groups have standardized job interviews, asking for example, exactly the same questions to the candidates.
Lorsque les entretiens d’embauche sont menés par les professionnels de la RH dans un grand groupe, les candidats deviennent passifs. En effet, comme ils s’appuient sur des listes de questions préparés en amont uniformisées, cela laisse peu de chance pour que le candidat puisse prendre le lead dans l’entretien. En règle générale, la seule chose à faire pour ce type d’entretien est de se préparer à une liste exhaustive de questions types.
En startup, il n’est pas rare que cela soit l’inverse. Le CEO peut commencer par 2-3 questions basiques avant de laisser le candidat peu à peu driver l’entretien et lui laisser volontairement une grande marge de manœuvre pour voir ce qu’il peut apporter à l’entreprise. Ce sont deux approches totalement différentes, dans le cas des grande entreprises, on cherchera à déceler des potentiels alors qu’en startup on s’attardera plus sur des personnes pouvant être opérationnelle rapidement avec une grande polyvalence.
Lors d’un entretien d’embauche en startup, vous devez donc être capable de prendre le lead tout en étant force de proposition, sous peine de passer à côté du job !
When a job in maintenance startup, so you must be able to take the lead