Confidentiality or radical honesty: which works better in the hiring process?

Let's see.

Let's see.Does this work? Confidentiality or radical honesty?

What has worked best for you in the selection process?

Radical honesty, without a doubt.And in this sense, I would say that it is not even questionable.

In the end, a working relationship is still a relationship between people where it has to be based on trust.

If you start off on the wrong foot, not putting all your cards on the table on the table, it's going to wobble at some point.

And it is always vital to be completely transparent.

Obviously, when you're in a startup,That can work against you, saying, "Hey, what's the rate of people leaving the company?" Or "how many people achieve their goals?" Employees or people who are in the interview process want candidates want to know that.

But sometimes you don't have the best answer, but you can't sugarcoat it.

Obviously, that answer needs to be complemented with another type of more positive messages about the future, about the options that are available to that person and how you are going to mitigate that weakness.

That the company has or the problem that it has.But without a doubt, radical honesty, because you have to double the level of communication, double the level of transparency,make sure that, as I said before, everyone knows what you are thinking or how you will act, more or less, in different situations,Because in the end, there could suddenly be a layoff at your company, there could be a reorganization.

But it's important that your team knows that, hey, in any case,you will act ethically and in accordance with your principles.

If there is no strong belief that you are going to do something that benefits me or at least what you're going to do isn't against me, it's very difficult in the end that people are motivated and that people are working together.

And what you want everyone to do, obviously,working toward the same goal.

And to achieve this, it is obviously essential to create that space for transparency.

Complete and radical transparency.And then, for another very important reason: because transparency is a path two-way or two-direction.

If you want your employee to tell you when they've had a bad day at home, a rough night with the baby, or when they have had a problem or when they're worried because they thinks they might get fired,and you want me to tell you that, you can't have everything.your cards close to your chest.

This transparency must be bilateral and bidirectional.

Therefore, radical transparency always.What can you tell us about the concept of psychological safety?

Psychological safety is basically the creation of a space in which people can be their best selves without fear of any consequences.

That is, hey, I have to write an article for the blog and I want to do it in a more creative and unconventional way. I do it.

I do it because that's what I believe will work out well.

And I know that, hey, if it didn't work out in the end, my boss will tell me and nothing bad will happen.

But it is a space in which innovation is promoted.

Risk-taking is encouraged, individual growth is promoted, and judgment is not passed.

And when you implement it, you see that even the dynamics between teammates improve exponentially.

If you don't create a safe space, it's very difficult for people to show their better version, because it will always act according to the prescribed script.

And you want people to be free and act as they see fit.

You also have to trust people. And if they make mistakes, it's no big deal.

Also, obviously, the employee needs to have good active listening skills.

How does a bad hire impact a team?We all make mistakes. The manager, first and foremost.

And it is important that the manager, of course, with absolute respect to that person who eventually leaves the team also say: Hey, maybe we didn't take the cultural factor into account as much as we should have.

We thought it would work better, but it's okay.The impact on a manager is much greater, because that manager, obviously,has a greater influence.

That manager multiplies the influence of an individual contributor by the number of direct reports you have. If you have 10, it's 10; if you have 8, it's 8.

And besides, the message you send to the company and the rest of your team is much stronger, because if you hire a manager with a certain level of culture, with a certain mindset, and you're wrong, that's has much more significant consequences.

But I have also said that it is important to act when action is required.

Act with empathy toward that person and then with transparency towards the rest of the team.