Posted On June 28th, 2017 by Crowded Ocean
In today’s increasingly competitive hiring market, the advantage is clearly with the job candidate, not the company. As a result, companies often hire rapidly, only to regret the lack of a strong vetting process later, when the new hire turns out to either be overmatched or a poor cultural fit.
The former is rarely the case when it comes to technical hires, since their peers are generally able to sniff out the overmatched candidate in early interviews. But in roles with broader, less defined boundaries, such as Marketing and Sales, it seems to be easier to make a hiring mistake. Sometimes, it’s that technical founders lack the experience and instincts to successfully hire a non-technical role and this is a problem that VC board members often identify as a common early stumble.
Cultural diversity pays off in building for the next growth stage
One way startup founders can limit their hiring mistakes is to get an outside perspective. A startup runs at a certain pace and has a certain set of values, which often makes it difficult to recognize the potential of a candidate who doesn’t immediately fit into that cocoon-like environment. But consider two things: 1) the candidate who doesn’t immediately fit may broaden the company’s perspective, leading to more success; and 2) that same candidate may be a better fit for the next stage of the company—just when the earlier-stage employees are running out of ceiling.
As we’ve noted in these earlier blog posts, “Diversity in your startup: psychological diversity”, and “When should your startup focus on diversity”, hiring for diversity pays off in smarter decisions and better business. So, whether it’s a Board member or a trusted Friend of the Company (an advisor who has some incentive, such as equity, to dedicate time and effort to the process), broaden your hiring process to get the fullest possible perspective—and the best possible candidate.