One mantra for quickly growing startups is “hire fast, fire fast”. Is that really the best approach to staffing a growing startup? Hiring with abandon may sound cool, but it’s counterproductive to team building and likely means that you’re missing out on some great candidates.
Don’t Skimp on Interviews
All companies should strive to only hire the best of the best, the A+ employees. It’s hard to do that if you hire someone just for the sake of hiring quickly. How much more time does it really take to interview five candidates for a position instead of two or three? Interviewing fewer candidates practically guarantees that you’re going to make some major misses in your hiring, which also gives time for the A+ talent that you didn’t interview to find another company.
Hire Fast Is Simply An Extended Job Interview
Hiring quickly means that either you’re desperate for the manpower or that you’re not doing a thorough job in your evaluations. “Hire fast, fire fast” is just a less efficient way to evaluate candidates. Here’s how I see the job interview going for a company that’s rapidly scaling…
Company: You’re super awesome at Rails/NoSQL/node.js/other cool tech, right?
Company: You’re hired!
Then comes the real interview, a few days or weeks actually performing the job. If the new hire doesn’t mesh well with the team or doesn’t live up to expectations quickly then they’re fired.
Hire Fast is Inefficient
It’s a tremendous waste or resources to hire someone, train them, and then fire them after just a few weeks. Not to mention that it wastes the candidate’s time, makes them start the job hunt again, and possibly puts a negative experience on their resume.
Every company should implement a fire fast policy. Regardless of how an employee was hired the relationship can go unexpected ways. If an employee’s work quality isn’t up to your expectations, and coaching hasn’t helped, then it’s time to cut your losses and move on to someone else. There are plenty of people out there in the tech world looking for jobs, so companies have the luxury of being picky.
What hiring approach does your company take? Are you hire fast – fire fast, hire slow – fire fast, or something more traditional?
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