”œYou hire a young guy to help you out with your start-up. You discuss job responsibilities and also tell him that he would be working on multiple things. After a month he comes and tells you that he wants to leave because he does not like doing the grunt work – only wants to work on the ‘interesting’ stuff. Even better, this guy aspires to be an entrepreneur. What would you’ll do in this case? ”œ
Are you able to relate yourself to a similar situation?
Sahil Parikh (Founder, CEO ”“ Deskaway.com) threw this question to a gang of entrepreneur”™s at Morpheus Venture Partners; a known Business Incubator and our Business advisors. The answers by the gang gave a new insight on ”œWhom we shouldn”™t hire”. Read on..
1. Dont hire – Mr. Bad Apple
Abheek Bose, Founder CEO ”“ Robots alive : said ”œ Let him go – he sounds like a bad apple! In my opinion – an entrepreneur should also clean the office loo if he has to! ”œ . A Bad apple will disrepute the foundation of the company and in most chances would give wrong images of your company with people whom he/she interacts with, be it a prospective customer, a fellow employee or a helping vendor. The unfortunate part is that these ”œBad apples” don”™t grumble before you, In most cases you find them grumbling behind you in the Office Canteen or at a Coffee Break. More than anything, they disturb the happiness within the start-up.
2. Dont hire ”“ Mr. High Maintainance
Hemant Kanakia ( Founder, Kanakia Ventures) said ”œ The key question to ask yourself is is he good enough for you to take the trouble one faces with such high-maintenance people. Is he (or she) good enough to do the work well that he thinks will be interesting to him? Is he able to work with the team of peers who are as good as he may be or does he alienate them with his attitude? If answers are negative show him the door” In my opinion, A high maintenance employee is a strict no-no to any start-up. Its a better idea to try and build your employee with people who are willing to learn the necessary skills against the High-Maintenance employee who would possibly park himself for a brief period with the company.
3. Dont Hire ”“ Mr. Attitude
Nandini, Partner ”“ Morpheus Venture Partners: said ”œI’d let go of him. Looks like he has an attitude that does not match with that of your company”. Be careful not to hire these employees with an attitude, the damage they can do to the confidence of the company and its vision is irreversible. They end up sowing doubts in the mind of fellow employees and many time leave their trail on the fellow members.
4. Dont Hire ”“ Mr. Dumb
Nandini Further Commented : ”œ Hiring for a start-up is indeed a difficult task. Its really important to build a team with mates who share your passion, who are more intelligent and capable than you. Teammates who are reliable and perform each and every time, the ones who don’t fail you and are in your startup because they believe in what the startup does and its vision. The ones that are reasonable to reasoning and resolution through dialogue and feedback.”
5. Dont Hire ”“ Mr. Mirror
David Javitch, President of Javitch Associates says: ”œ When you recruit and hire new employees, do you often find that you’re searching for people just like you? Similar in mannerisms, appearance, intelligence and culture? Perhaps also possessing the same educational background, experiences and maybe even gender, race and religion? If you do hire employees this way, then rest assured that you’re not alone. At the same time, however, you’re also just like many bosses who are selling themselves and their companies short. The result is that the new hires look like, think like and act like you, the boss. This “group think” situation results in employees not challenging each other, not asking enough “why” questions, settling for agreement where disagreement would conceivably produce more options, perspectives, opinions and viewpoints. Often, people reject good but “different” ideas, or worse, they never voice divergent opinions because they would appear “dissimilar” and therefore unacceptable. Employees with differences can appropriately challenge each other more often and quite effectively. Differences can cause people to think, act and feel in new and different ways. Innovation, productivity, morale and satisfaction can increase when diversity exists in a collaborative atmosphere
[…] There was a recent discussion on MVP gang about a particular “wrong-hire” which prompted me to write this longish experience-based note. For more on the discussion Robin of ReachTax has a blog post off it here. […]
perhaps , it was not his attitude and rather lack of incentives that drove him out of the startup. I had hired a similar kid out of college who I tried to pay next to nothing . He accepted at his junior level , that the salary was fair and began working. He also asked about equity but I laughed at him , I had somehow managed to retain 95% of the startups equity by paying the rest of the team salaries. Soon he realized though , that he was almost working for free with no incentives helping build my company ( he never once complained about the occasional grunt work , only did he mention something while I decided to enforce his one month leaving policy ). He was obviously smarter and better acquainted with startup norms compared to rest of the team , who sat quietly getting measly salaries without any equity.
So I don’t know why you were “speechless” , he wanted to work in areas that he was not experienced in , so in the process , he could build his skills and at the same time help my company. Additionally I must mention , I stifled him from access to the company servers , databases and critical areas . Every time he would implement something he would have to wait , for one for my overworked team to implement the requests.
Hence I reached the realization , that he was of a different breed , one that I could not exploit , for my grunt work + other “cool” and “good” stuff that he could boast to his college friends about. I let him go and we parted on the good note. I realized that one day his company could be bigger than mine and he will be a great contact to have.
[…] There was a recent discussion on MVP gang about a particular “wrong-hire†which prompted me to write this longish experience-based note. For more on the discussion Robin of ReachTax has a blog post off it here. […]
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