Working in small teams requires a unique skill set. And not everyone has that. Traditional interviews fail to recognize this. Instead, they rely heavily on behavioral questions to assess soft skills.
But those "Tell me about a time when..." questions only reflect on the past, and candidates have rehearsed answers ready to go. So, what you hear isn't real insight - it's a well-practiced script.
Why behavioral questions don’t always work
Behavioral questions were introduced with good intentions. The idea was simple: past behavior predicts future performance. But they are flawed, especially for startups, for three main reasons:
1. Past performance ≠ future success in startups
Startups face unique, often unpredictable challenges. A candidate's past success in a structured corporate environment doesn't necessarily translate to your dynamic startup.
2. They're easy to game
People who are good at these questions are essentially great communicators. Talking about a subject isn’t the same as being great at a subject.
3. They don't account for growth and change
People learn from their experiences. A candidate's approach to a situation five years ago may not reflect how they would handle it today.
So, what's the alternative?
The whole point of behavioral questions is to show you how a person will perform in your environment.
So, craft questions that reveal the information you actually need.
- How adaptable are they?
- Can they pivot quickly?
- How well do they wear multiple hats?
At Flexiple, we use a startup-oriented approach, the "What If" Litmus Test. We shift the focus from the past to a very relevant situation that could occur in the role we are hiring for.
Here’s how this works:
Say you are hiring for a senior software developer role. This person needs to be more than just a skilled coder. They need to be a technical leader, a quick problem solver, and someone who can navigate the uncertainties of rapid growth and change. So, use any or all of the following questions to evaluate these necessary skills:
1. What if our main cloud provider goes down for 24 hours right before a major release?
→ This tests their ability to handle crises, think on their feet, and come up with quick, viable alternatives.
2. What if we need to pivot our entire tech stack in the next three months due to unforeseen circumstances?
→ This scenario checks their adaptability, willingness to learn new technologies, and ability to lead a team through significant changes.
3. What if you had unlimited resources for a month - how would you improve our current architecture?
→ This reveals their vision for scalability and their understanding of best practices in software architecture.
4. What if we suddenly lost half our engineering team but our deadlines remained the same?
→ This assesses their leadership skills, ability to prioritize and approach to maintaining code quality under pressure.
5. What if you discovered a major security flaw in our core product just days before a crucial investor demo?
→ This tests their problem-solving skills, ethical decision-making, and ability to balance business needs with technical integrity.
Hire for the future, not for the past
For startups, the stakes of each hire are incredibly high. You need team members who can adapt, innovate, and drive your company forward in uncertain conditions. Traditional behavioral questions simply don't cut it in this context.
By using “what if” questions, you are changing the nature of these interviews. One, they simulate the unpredictable nature of startup environments. Two, it is harder for candidates to prepare rehearsed answers.
This is particularly crucial for startups and other fast-paced environments, but it can benefit any organization looking to build a more agile, forward-thinking team.