If the Shoe Fits: Hiring Starts With the Basics
by Miki SaxonA Friday series exploring Startups and the people who make them go. Read all If the Shoe Fits posts here
Way back in 2006 I described the difference between process and bureaucracy.
I was reminded of it by a phone call from “Kev” asking for assistance because they were having trouble hiring.
He said they had no trouble attracting excellent candidates who seemed excited about the product and work, but they couldn’t seem to close them.
I asked two questions,
- How would you describe your company’s culture and its core values?
- What is your hiring process?
Kev described the culture in terms of working hard, a really fun atmosphere (foosball table, bubble machine, Friday beer bust, etc.) an “awesome product” and “incredible people.”
He said whoever was available sat in on the interview along with him and everyone had a say in whether an offer was made. They didn’t have a formal process, because they were a startup, but planned to put something in place when they started to scale.
I explained to Kev that what he described wasn’t really a culture; that real culture is based on inviolate values.
Moreover, processes created outside or in ignorance of existing culture won’t work. It’s that simple.
That’s because the culture is anchored by and tied to the founder’s values and MAP.
For example, startups/high growth companies are often hotbeds of raging egos. If the culture is tolerant of that then the level of open communications that form the basis of great culture leading to good process is impossible.
Further, process created without a solid cultural basis will quickly turn to bureaucracy — which will slow growth while accelerating turnover.
For more information read If the Shoe Fits: Culture is Numero Uno
Join me next Thursday for a look at how to create a successful hiring process.
Image credit: HikingArtist
