Ruth's Blog: Managing Nicely
“Crazy” doesn’t always show up in interviews. This glib statement is a result of an incident in which I found myself hearing about an employee who, instead of spending his time doing good work for the company, spent time writing numerous preposterous emails to our various departments. With no authorization he posed as a customer in a variety of situations and our very lean staff wasted valuable time as they tried to solve the mystery. Why did he do that, you ask? Indeed. How did he even get hired? Propensity for aberrant behavior may not always become apparent during the short time that we spend interviewing candidates.
That’s why due diligence when you’re hiring is critical. Listen to your instincts and perform background checks. Spend quality time with your potential new hires, focusing on not just what a person can do (skills, abilities, talents), but who they are (character, personality, stability) as well.
Hiring well is so important: As your people go, so goes your company.
This post is from the archives. A new website is coming soon and it will be wonderful.
About this blog
I help Entrepreneurs build stronger companies faster; help Founder CEOs more easily manage their people and companies; and help Investors to better assess the execution strength of the human capital in companies.
In my work as interim management and consulting confidant, I find themes among the issues that intelligent executives face. My blog, called Managing Nicely, is written with this group of very smart people in mind.