How to Avoid the 'Oops, Just Kidding' Job Offer by Hiring the Right People at the Right Time 5 | 9

On this episode of the Radical Candor podcast, Kim, Jason and Amy discuss another upsetting trend in the workplace — the “Oops, just kidding!” job offer. The team emphasizes the importance of remembering that the people you are hiring are real human beings with loved ones, bills and responsibilities. You’re not trying them on like a pair of shoes you can discard later if they’re not the right fit. It’s important to get hiring right and Radical Candor has a strategy to set you up for success.

Listen to the episode:

Radical Candor Podcast Episode At a Glance

Some companies don’t invest much time in the hiring process, on the theory that it’s easy to fire people. This is a big mistake.

@evshrconsulting Always keep your options open even after you accept a job offer! Have you had a company rescind an offer made to you? #jobs #joboffer #rescindedjoboffer #jobofferrescinded #hiringchallenges #candidateexperience #recruiting #recruitingtips #careeradvice #fyp #evshrconsulting ♬ original sound - EVS HR Consulting - Roz

1. Job description: define team culture as rigorously as you define skills to minimize bias. Look for culture adds not culture fits.
2. Casual interviews reveal more about team culture than formal ones
3. To allow for meaningful comparisons, use the same interview committee for multiple candidates.
4. Make interviews productive by jotting down your thoughts right away.
5. Debrief/decision: if you’re not dying to hire the person, don’t make an offer.

These are the basic elements of a hiring process that is as rigorous as possible without being overly onerous. All hiring is flawed and subjective, and these drawbacks cannot be fixed; they can only be managed

Radical Candor Podcast Checklist

1. Create more casual moments in your interview—take candidates to lunch or walk them to the car. Jason had a great example of bringing in schedulers and receptionists into your process.  
2. Schedule an hour, interview for 45 minutes, and write for 15. This arrangement will force you to have a more focused interview and to make a better recommendation about whom to hire.
   
3. If you are consistently not hiring underrepresented people who have the skills for the job, it's time to look yourself in the mirror and figure out how to take bias out of your interview process. Be explicit about Culture Add in the job description. You can use Textio to help.

Radical Candor Podcast Resources

• How to Apply Radical Candor to Your Hiring Process to Build and Retain a Great Team
• Some employers are snatching back job offers, blaming the economy
• A Complete Radical Candor Book Club Guide
• Radical Candor Podcast: Rock Star Mode Vs. Superstar Mode
• Balancing Growth and Stability: Why Your Team Needs People On Both Steep and Gradual Growth Trajectories
• Meta joins list of companies rescinding job offers | HR Dive
• Employers Are Rescinding Job Offers Again—How to Do So, if You Must
• Culture Fit vs. Culture Add: Why One Term Actually Hurts Diversity - OpenView
• Survey of Recently Laid-Off Workers - ZipRecruiter
• Textio – Interrupt bias in performance feedback and recruiting
• Corruptible: Who Gets Power and How It Changes Us
• Thinking, Fast and Slow: Kahneman, Daniel

Have questions about Radical Candor? Let's talk >>
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Watch the Radical Candor Videobook

We’re excited to announce that Radical Candor is now available as an hour-long videobook that you can now stream at LIT Videobooks. Get yours to stream now >>

The Radical Candor Podcast is based on the book Radical Candor: Be A Kickass Boss Without Losing Your Humanity by Kim Scott.

Episodes are written and produced by Brandi Neal with script editing by Amy Sandler. The show features Radical Candor co-founders Kim Scott and Jason Rosoff and is hosted by Amy Sandler.

The Radical Candor Podcast theme music was composed by Cliff Goldmacher. Order his book: The Reason For The Rhymes: Mastering the Seven Essential Skills of Innovation by Learning to Write Songs.

 
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