Great post from our friend Bakadesuyo:

http://www.bakadesuyo.com/what-makes-teams-smart

How could this insight be reflected in the hiring practices of small startups?

I suppose having a strong "social" component to your interviews. Take them drinking or hiking or to sports events. Or board game/ video game night. Eventually, the interview "wall" should break down and you will get a chance to see how well they mesh with your team...

Alternatively, Hire people already in your social circle.

Sounds expensive and/or time-consuming! What about having group interviews at which the whole group is asked to solve some problem by the end?