The biggest hiring mistake that startups make (and 3 steps to fixing it)
Take a look at the “Team” page of new startups in America, and you’ll see almost all of them make the same, tragic hiring mistake. It’s a mistake that leads to reduced output, poorer planning, and lost opportunity, in addition to being morally questionable. And it’s one that is very easy to fix.
Here it is: Startups persistently and overwhelmingly refuse to hire older workers, especially for non-senior roles.
Oddly, most CEOs I speak with fully understand the potential value gained from hiring workers with decades more career and life experience than the recent grad knocking on their door, but there are three barriers that stand in the way:
#1: “Not a culture fit.” Older workers are often deemed to be “not a culture fit”, and managers worry how they’ll fit in with a mostly younger crowd.
#2: Younger managers are intimidated. Many startup managers are in their mid or even early 20s, having gained seniority by joining at a very early stage. These managers are simply intimidated by the prospect of managing someone twenty years older, especially if they lack confidence in their own abilities.
#3: “Not sure if they actually want to do the work”. I routinely hear from managers who wonder if a potential older hire will really report to a younger boss, work the hours, or do the drudgery that comes with working at a startup. This fear prevents an offer from being extended at all.
Luckily, the problem isn’t that hard to solve, and can be done in three easy steps:
Solution 1: Write down what it means to be a “culture fit.” What are the core values you want all employees to have? Maybe it’s that they welcome feedback, are willing to fail quickly, and can be kind to teammates under pressure. It’s probably not that they have a liking for craft beer, ping-pong, and “Karaoke Thursdays.” Once you know what you’re actually measuring for, you’re far less likely to introduce your own bias.
Solution 2: Train your managers. Managers who rely simply on authority to influence their direct reports will struggle anyway. Build their confidence and skills by training them in best practices for one-on-ones, accountability, and planning, and they’ll be much less afraid of hiring someone who is more experienced than they are.
Solution 3: Be clear with potential employees, then let them choose. If you’re worried that the smart 48-year-old across the interview table won’t happily report to your hotshot 25-year-old Marketing Director, just ask. They’ll value the honesty, and you won’t have to harbor secret doubts.
Certainly, not every older employee will work out, the same way that not every younger one does. But for an industry that loves to roll the dice, it’s time to be a little less fearful and start embracing older workers.
