Post from: MAPpingCompanySuccess
A Friday series exploring Startups and the people who make them go. Read all If the Shoe Fits posts here
The referral source is awesome.
The resume is amazing.
The candidate asks great questions.
He is excited—interested in you, your vision and your product.
The team is thrilled.
The offer is made and accepted.
As the euphoria of landing a “star” wears off you find yourself reviewing the interview like a favorite video looking to regain that feeling of triumph.
Instead, you find yourself with a slightly queasy feeling—because you can’t remember any of the candidate’s specific answers to critical questions.
So you ask your team and it turns out that either they thought someone else had asked those questions or were so caught up in his enthusiasm and answering his questions that they ran out of time.
And you suddenly realize that you have no idea going forward if he will be a star or a dud.
Option Sanity™ helps screen candidates.
Come visit Option Sanity for an easy-to-understand, simple-to-implement stock process. It’s so easy a CEO can do it.
Do not attempt to use Option Sanity™ without a strong commitment to business planning, financial controls, honesty, ethics, and “doing the right thing.” Use only as directed.
Users of Option Sanity may experience sudden increases in team cohesion and worker satisfaction. In cases where team productivity, retention and company success is greater than typical, expect media interest and invitations as keynote speaker.
Image credit: kevinspencer