Let’s look at the Ghostbuster Interview, hiring, onboarding, and team-building techniques that made them one of the most successful unicorn startups from 1984! You’re not afraid, are you?
The Ghostbuster Interview Process
“Do you believe in UFOs, astral projections, mental telepathy, ESP, clairvoyance, spirit photography, telekinetic movement, full trans-mediums, the Loch Ness monster, and the theory of Atlantis?”
Prior to the Ghostbuster interview, the candidate was never required to fill out any information on Workday, proving that it can be done. I also don’t think there is any evidence that they had to set up an online account, password, or otherwise re-enter the information already on their resume into an HR system.
The Ghostbuster interview questions (“question,” really) were simple, to the point, and designed to weed out serious candidates from… I take that back. They would have hired anyone who walked in and seemed like they could handle an unlicensed nuclear accelerator. Maybe they were following the principle of “Hire for Ability over Skill.” Either way, their process certainly didn’t drag out over weeks.
The Ghostbuster Hiring Process
“This is Winston Zeddemore. He’s here about the job.”
“Beautiful. You’re hired. Ray Stantz, Pete Venkman.”
After providing an open, honest, and transparent answer to the singular interview question, the CEO hired Mr. Zeddemore on the spot. There was no bickering over salary, roles, responsibilities, or any need to sign an NDA. This process was very streamlined and, if nothing else, provided the candidate with immediate feedback.
Ghostbuster Onboarding
“This is where we put all the vapors and entities and slimers that we trap. Very simple, really. Load a trap here, open, unlock the system. Insert the trap, release, close, lock the system. Set your entry grid. Neutronize your field. And… the light is green, the trap is clean. The ghost is incarcerated here in a custom-made storage facility.”
The Ghostbusters hiring process was designed to quickly onboard new candidates. They immediately started introducing them to the work environment, their internal processes, and immediately treating them as peers ready to contribute to the team.
The takeaway: Get new staff onboarding and contributing quickly. Jump in, clean a trap, talk to the EPA…whatever you need to do.
Ghostbusters Team Building
While likely not covered in the Ghostbusters interview, the Ghostbusters excelled at team building; teamwork being vital to the company’s success and each individual team member’s ability to make it to their next shift. This also serves to underscore the importance of asking good questions as the interviewee during the interview process.
The Ghostbusters team-building exercises are designed to enhance team unity, communication, and problem-solving skills under extreme pressure. During the exercise, the team works to identify the nature and extent of the threat (i.e., the coming of Gozer). Together, they strategically brainstorm ideas and solutions on the fly. They work to overcome personal fears and uncertainties to ultimately collaborate and pool resources. Their calculated risks (crossing the streams) are possible through mutual trust. Efficient and effective communication was vital to coordinate and execute the plan.
Feedback and Analysis of the Team Building Event
- Positives: The team successfully navigated the threat and emerged more united and confident in their collective abilities. They also saved the city and established themselves as heroes.
- Areas of Concern: The extreme risk involved in such an exercise is unparalleled. A failure could result in loss of life and untold damage. No doubt, an increase in the company’s insurance premiums would result.
- Recommendations: While real-life threats are part and parcel of the Ghostbusters’ job, simulated exercises with controlled parameters might be more appropriate for team-building without the literal end-of-the-world stakes.
While most conventional businesses opt for trust falls or weekend retreats for team building, the Ghostbusters’ rooftop face-off with a supernatural entity is undeniably more effective in forging bonds. However, the associated risks are astronomical. From an HR perspective, while the outcomes were positive, the method is not recommended for replication.
How Lessons from the Ghostbusters might Improve our own Company Processes
1. Shared Adversity Strengthens Bonds:
Quote: “We came, we saw, we kicked its ass!”
In the face of adversity, the Ghostbusters united and overcame challenges. Shared victories in any organization can create a strong bond among team members.
2. Clear Communication is Crucial:
Quote: “Don’t cross the streams.”
This simple yet crucial piece of advice reinforces the importance of effective communication, especially during critical situations.
3. The Importance of Trust:
Quote: “This city is headed for a disaster of biblical proportions.”
The team had to trust one another’s judgments and expertise, especially when faced with unprecedented challenges.
4. Diverse Skill Sets Contribute to Success:
Quote: “Back off, man. I’m a scientist.”
Each member brought unique skills and perspectives, and valuing these differences led to their success.
5. Continuous Learning and Adaptability:
Quote: “Listen! Do you smell something?”
The Ghostbusters were always on their toes, ready to adapt to new supernatural phenomena. Continuous learning is vital in any field.
6. Celebrate Team Achievements:
Quote: “We have the tools, and we have the talent!”
Celebrating skills and victories, no matter how big or small, is crucial for morale.
7. Importance of Debriefing:
Quote: “Ray, when someone asks you if you’re a god, you say ‘YES!’”
Reflecting on experiences, both positive and negative, is crucial for growth.
8. Encourage Creativity and Out-of-the-Box Thinking:
Quote: “I have a radical idea. We cross the streams.”
The unexpected challenges they faced required quick and unconventional thinking.
9. Embrace and Manage Risk:
Quote: “We’re going to go full stream.”
Sometimes, taking risks, like crossing the streams, can lead to great outcomes when managed correctly.
10. Unity in Diversity:
Quote: “I love this plan! I’m excited to be a part of it!”
Despite differences and occasional disagreements, coming together with enthusiasm under a shared goal is vital for success.
Other Lessons from the Ghostbuster Startup Journey
The Ghostbusters’ journey from obscurity to fame is a treasure trove of humor and unconventional wisdom, especially when viewed through the lens of a “unicorn startup.” Here are some lessons one might take away:
Initial Funding Strategies: When traditional venture capital fails, remember: Your co-founder’s third mortgage is your seed funding. Bonus points if the interest rate is as haunting as 19%.
Market Research: If you’re unsure about product-market fit, just wait for a supernatural event. Nothing validates the need for ghost removal services like a sudden surge in spectral activity.
Finding Your First Office Space: Don’t be afraid of getting a fixer-upper for your first office, especially if it’s got character, a pole for quick exits, and enough space for a nuclear accelerator. In fact, a fire pole is mandatory.
Branding and Marketing: Who needs a marketing budget when you have a catchy jingle and a converted hearse? Sometimes, the best branding is simply unforgettable.
Work-Life Balance: Getting slimed by a ghost during your workday? It’s just another occupational hazard. Remember, work-life balance might be different in a startup, especially if you’re fighting supernatural beings.
Dealing With Competition: If government regulators (or rivals in suits) show up and want to shut down your containment unit, stand your ground. Competition is fierce, especially in niche markets. If that doesn’t work, tell them about the Twinkie.
Networking with Influential Figures: Never underestimate the power of networking with local authorities. Convincing the mayor to back your startup could be the key to staying operational.
