Entrepreneurs: Hiring Consistency
by Miki Saxon
Startups, and those who love to work in them, operate on the same premise—what you see is what you get—from the beginning.
The beginning starts not on the first day of work, but from the moment they first connect.
Candidates expect the company to reflect its products and its reputation, as well as the hiring manager’s.
Those hiring expect candidates to reflect their resume and reputation.
In practice, that means the person who reports to work is the same person who interviewed, i.e., the same attitude and interests they had when interviewed and hired.
If a different attitude walks through the door on start day it must be addressed immediately.
If the start-day attitude turns out to be the candidate’s true colors, but doesn’t match the company’s culture it is best to face the hiring error sooner, rather than later when the damage is already done.
By the same token, if those hiring presented a scenario of fairness, a strong team, intolerance for politics and the opportunity to make a difference, then that is what the candidate expects.
If the founder or manager presented herself as a motivator, innovator, team-builder, mentor-type during the interview that is what the candidate expects.
If the company’s or managers’ true colors are different from those presented during the interviews then, not matter how hot your startup, don’t be surprised when your new hires walk.
Flickr image credit: Marc Lane
