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want your opinion about interview idea - Page 2

post #16 of 22
Thread Starter 
Quote:
Originally Posted by nootje View Post

Its funny though, at the moment im conflicted about something related to this in my own job. Im in m&a, but am regarded quite valuable to firms due to a very large and influencing network in the midmarket field even though I still have to hit 30. Whilst the owner(and my boss) at my current boutique has a long history in the field he also has a tendency to "burn" relations, i.e. use them up and move on. Personally, i'm not like this and prefer to cultivate my network and never abuse them. Two weeks ago he made me use one of my relations in a not so kosher way, and imo didnt appreciate that I was willing to do this. It makes me considering a switch to a different firm because of just that. I guess its the slight difference between hard selling and having deals come up through on a more natural basis.
Naturally, i wouldnt apply for globe's job smile.gif

actually, I faced a similar thing a few years ago - before I took this job I was working for a boss who was a real asshole, and one of this things he did was burn relations with distributors, because his plan was to sell the company and get out of the business. one year he basically forced me to fuck over a distributor, and I wasn't in a position to refuse. I quit as soon as I could afterwards, but that distributor still gives me dirty looks when I run into him at trade shows. espectially at 30, you need to protect your reputation, it's a very important asset.
post #17 of 22
Thread Starter 
Quote:
Originally Posted by chet31 View Post

The one thing I notice, however, is you've got people currently working for you, some love you, some hate you, your words. This means that you have high producers that hate you, right? I mean, they must be producing, or you would fire them. So I infer they are producing, but they hate you. You may want to look at your management style, continue your innate style with the people that currently love you, but adjust your style with the people that currently hate you. Can't have too may good producers. This might be easier than jumping through hoops to identify the people that acquire the taste to work for you.
:

actually, the people who hate me haven't performed very well, mediocre at best. I don't have any left working for me, but usually I have had people working for me who hated me for periods because I inherited them, or because they transfered into my team, or one that I hired by my mistake. and I've had a few people who hated me who have told me that it was very good expereince working for me, once they stopped working for me, because I had helped them build their resumes and their careers.
post #18 of 22
From an employee point of view I'd have some serious alarm bells ringing if I were directed to a recent "quitter". It just feels... like asking someone who died on the opperating operating "would you do it again?".

If the position is that sought after and your people get along well you could try running it as an apprentice type gig. Get a few of your peers (Friends or colleagues) and a few reports and have some kind of corporate-retreat day. shooting, go-karts that kind of thing. Afterwards get other people's opinions on the candidates.

Ultimately if none stands out in a professional capacity you're looking for the one that fits with the team best. Even if you have to spend $10k+ on getting everything right, its still cheaper than them walking away after 10 months.

Anecdote:

When I was in flying school there were several stages; the first three were tests - the basics, maths, physics a practical flight - but then you sat with 5 current pilots and interviewed. The question that they had to answer was "after a 12 hour flight next to this guy, would I still want to meet him for a beer at the bar?". Unless you're looking at a Wunderkind then they'll all perform much the same after training. Now you're looking for the one who will have your job when you get promoted, the one who will get the gold watch for 10 years service.
post #19 of 22
Quote:
Originally Posted by globetrotter View Post

actually, I faced a similar thing a few years ago - before I took this job I was working for a boss who was a real asshole, and one of this things he did was burn relations with distributors, because his plan was to sell the company and get out of the business. one year he basically forced me to fuck over a distributor, and I wasn't in a position to refuse. I quit as soon as I could afterwards, but that distributor still gives me dirty looks when I run into him at trade shows. espectially at 30, you need to protect your reputation, it's a very important asset.

Thanks, two close friends basically said the same. Im thinking about finishing the current projects but create a "backlog" of the new opportunities so as to create a sort of bridle treasure for the next firm, should make things a lot easier smile.gif For now my reputation is intact, but its going to take a LOT of hard work to make sure it stays that way in the coming months as that particular project is connected to it...

Any progress on your hiring?
post #20 of 22
Thread Starter 
have a final candidate flying in tomorrow for some interviews with people in my office. he's spoken with my employees, and possibly with the ex-employee, and he seems to be still pumped up about the job. I thihk that I will have him on board in a few days, and start his training by the end of january. we'll see how it goes.
post #21 of 22
Good luck Z. Go reel in that shark!
post #22 of 22
Just my two cents:

It's an interesting and cool idea, I just think it may end up having a different effect that you actually intend. My fear is that ex-employees, even those that leave on decent terms, often no longer feel the need to speak in glowing terms you are accustomed to. You seem to be anticipating that ex-employees will say, "Globe is a hard ass who expects us to work hard and give our all to achieve growth." I think instead you might hear things like, "Globe is narrowminded and doesn't listen to his subordinates. He's a tyrant. He's arbitrary. He plays politics." etc. My fear would be that this kind of feedback would have the effect of discouraging the good candidates you are potentially seeking from bothering with continuing the process, while the ones that muddle through are either desperate or the type of people who will say anything to get through an interview process.

I am genuinely curious to hear how it works out, so keep us posted.
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