Erika Nardini says she learns a lot about job candidates by how quickly they respond to text messages. And if you want to work for her, you better not leave her hanging when she sends you one.
Last week, I started seeing article after article focusing on Nardini—CEO of Barstool Sports—and a unique exercise she uses to get a sense of how devoted an applicant would be if hired by the New York-based sports and men’s lifestyle blog.
Earlier this month, Nardini told the New York Times about the random text messages she sends to prospective hires at odd times—9 p.m. on a weeknight or 11 a.m. Sunday morning, for example—just to see how long it takes them to get back to her.
The idea, of course, is that those who respond promptly would be more apt to show around-the-clock commitment once on the job, according to Nardini, who told the Times that she typically likes to see a reply within three hours.
(A quick sidebar … Considering the time that passed between me first reading about this unconventional hiring test and sitting down to write about it, it’s dawning on me that I should probably never apply at Barstool Sports. I’m guessing that I would screen out of the hiring process in pretty short order.)
Now, you can question whether Nardini—who admits to thinking about her job “all the time”—gives a rip about her employees ever achieving anything resembling work/life balance. But the former AOL chief marketing officer with a self-described “punishing” leadership style claims she’s just looking for others who share a similar preoccupation with their work.
“It’s not that I’m going to bug you all weekend if you work for me, but I want you to be responsive,” Nardini says in the Times interview. “Other people don’t have to be working all the time. But I want people who are always thinking.”
I’d be interested to hear how applicants who have been on the receiving end of a text from Nardini feel about being assessed in this way. I’m sure many are more than willing to go above and beyond to land a job. And you could argue that one quick text from a would-be boss isn’t that much of an imposition anyway. Still, could some qualified and talented candidates be scared off by the possibility of sacrificing even a little bit of their precious personal time should they get the position?
In fact, countless surveys have in recent years found that many employees would like to think less about work when they’re away from the office, but feel increasingly obligated—pressured, even—to stay connected in some way.
All that said, how many potentially valuable performers wind up leaving a job in the early-going because they feel they weren’t given a true picture of what life would be like at the company?
Ultimately, employers have to find ways to provide interviewees with an honest, accurate preview of the organization’s employee experience before they come on board. And, however you feel about the approach she’s taking, you have to at least give Nardini points for doing just that.