Seeing, but not believing
When it comes to senior level hires, there is often talk of chemistry’, how pleasant or well liked the company and/or candidate was, the overall bonhomie and friendliness of the interview and conversation. Without question it’s an important component, but insufficient to make a decision, based on some talks and gut feel.
Whether you’re hiring or being interviewed, do not entirely follow your instincts. Obviously, if there is something about a person that makes you ill at ease or noticeably uncomfortable (and it happens), don’t ignore your gut, for goodness’ sake. But usually at a senior level almost everyone’s nicely polished, presents and talks well, as it should be.
1) When one is truly interested in joining or hiring, you need to investigate objectively. Do not rely on what you’re told across the desk; everyone puts on their best face. Better to ask around later and see what the market says. And the same is true when being interviewed–it is easy enough now with the internet to check on the company/future boss and see what people say. Often a few well placed conversations will give the best insight.
Only then will you know whether your new hire/new company is as they appear to be. Instinct is a good but inexact indicator. When hiring or deciding to be hired at a C level, bear in mind that inexactitude needs to be whittled down as much as possible.
Don’t check just the reference checks the candidate gives you. Call around–but you know that. When you do…stop yourself from…just hearing the good news you want to hear. Use your chits. Promise you won’t repeat what you hear. Doing that, you’ll get what I did more times than I can count: ‘You’ve got to be kidding! We were happy to get rid of that guy.’
–Jack Welch
2) Don’t be overly swayed or impressed by appearances. A strong politician is often able to adeptly cloak themselves in kindness, but not really how they operate, Or the opposite; others who may be unsure or insecure and cloak themselves by appearing more forceful than they are when in a meeting or interview.
It is not to say that no one ‘walks the walk’, but more the Ronald Reagan maxim of “Trust but verify”. To do otherwise is silly, especially when deciding on your career or on whom to hire.
Never trust the version that people give of themselves–it is utterly unreliable.
-Robert Greene
I knew one HR leader who was utterly ruthless, and spent a tremendous amount of time back-stabbing people within the company–and pushed out many with an indirect but effective style. He was vain and vindictive. (I knew that from people who worked closely with him.) But when people first met him he was extraordinarily charming, and everyone walked away singing his praises. They didn’t see him for what he was. How could they miss it? Easy… read 2) again..
Unfortunately he was hardly unique. The higher up one goes on the corporate ladder the more you bump into such people. Not being prudent is being naive. It is common sense to protect oneself, the same as buckling up before driving. Be careful out there.. And trust but verify.
