Why would a startup ask its job candidates about their ways of working, relating, and what they are passionate about and motivates? For some time now, technical knowledge is essential, but not the X Factor that companies are looking for. In several startups in Latin America they are very interested in getting to know their future collaborators in depth and thus maintain a good working environment.
For this reason, when searching for talent they are increasingly considering the profile of the applicants, leaving aside even talented workers who do not adapt to their organizational culture, that is, their ideas, values, beliefs, practices and values they have in common.
While in the Chilean home delivery startup of local products, Lomi, it is essential that the candidates are sincere, curious and that they can easily adapt to the rhythm of a startup; at Mine-Class, which offers distance learning, they look for people who want to grow with them and who are motivated to constantly learn and fully develop in their role.
María Jesús González, Manager of People and Culture of LomiHe adds that passion is also very relevant, because to carry out the tasks, enthusiasm and innovation are needed, to move in an agile and autonomous way towards the results. “We are open to hearing new ideas, learning from the rest of the team and sharing our knowledge,” he says.
For Mario Mora, CEO of the HR company FirstJobThis is explained because, in general, companies “are looking for proactive talent that shows a high commitment to the company’s purpose. Creativity, disruption, willingness to take on challenges and a high capacity to adapt to changes are the main characteristics that companies pursue”.
In the case of the company Beetrack, which offers fleet management software, “we are looking for people who are passionate about what they do, who want to be the best at what they do and who are able to mobilize and influence others to achieve the goals they set for themselves.” propose,” he says. Bernardita Huidobro, Culture and Talent Manager of Beetrack-DispatchTrack.
It must be considered that passion, curiosity and the desire to constantly learn are especially required by the work style of startups, which have accelerated growth. “This implies having people who seek to go further, think ‘outside the box’, constantly innovate and try new things, much more than a consolidated company with established routines that are difficult to change, because it is a very dynamic, proactive job. and as a team”, says González.
In search of match perfect
The cultural fit is essential so that employees can be aligned with the way of working and purpose of the company. “The greater satisfaction and good working environment, the more commitment to the company. However, find the match perfect is not always easy. For example, for us teamwork is fundamental, but at the same time they complement each other to achieve the objectives and move forward”, says González.
So when people who are aligned with the organizational culture are integrated into the company, greater commitment and motivation are generated, in addition to guaranteeing a work space where everyone can feel fulfilled and objectives are achieved and obstacles overcome. “This is very necessary when facing the constant changes that companies face in a world of work where flexibility and adaptability are key,” he says. Claudio Valenzuela, CEO of the startup Mine-Class.
How do they choose them?
To get to know the candidates and find out if they fit in or not, interviews are usually held where they try to delve into hobbies and motivations. Group dynamics are also carried out, where different challenges are posed to the candidates in order to measure their ability to respond in moments under pressure, along with their skills, values and how they behave in challenging situations that involve the teamwork.
Both in Mine-Class and in Beetrack they carry out technical tests and group interviews carried out by the members of the team that the candidate will join, and then go on to the psycho-labor interview. “We conduct interviews in which the applicant tells us about his work life, his career and the goals he has to grow professionally. For us it is also very important to know his history, the things he is passionate about and the values he possesses, ”explains Huidobro, from Beetrack.
And from Lomi they affirm that it is important to take the time to get to know the candidates in an interview: their ways of working and relating, what they are passionate about and motivates.
Finally, the rapid growth experienced by startups makes it necessary to recruit the best talent, leaving aside the belief that only technical knowledge is important.
What are the younger generations looking for?
In general, startups have talent that is around 30 years old, that is, they are millennials, born between 1981 and 1996, who have certain characteristics and differ from those even younger, such as generation Z, also known as centennials, born after 1996, but beginning to make their way into the workplace.
In the Centennial vs. Millennial EFY 2021 study, by FirstJob, in Chile, 24% of centennials or generation Z prioritized learning and development as the most important attribute to choose their workplace, while 21% of millennials valued it. The same situation regarding the work environment, where centennials and millennials valued it at 18% and 14%, respectively.
What really differentiates these generations is the attitude towards work. “In general, the millennial has a more ambitious notion of success associated with landing their dream job and standing out; while for the centennial, being the first generation immersed in a more automated and technological world, their challenge is associated with knowledge and personal success”, says Mora.
“In our experience, Gen Z seeks to grow within an innovative and challenging company, being part of different roles, for example, rather than constantly changing jobs. Something that is seen more in millennials, ”says Valenzuela.