After an interview with a really great candidate, my clients usually want to hire that person on the spot. They do not want to wait. They feel very strongly that they have waited long enough, and they want to get this person on board ASAP. While I completely understand their desires, I ask them to think about the interview for at least 24-48 hours. The reason for the waiting period is that your thoughts are really different outside of the interview, especially if you give your thoughts a chance to simmer. Think about it like you think about soup in a crock pot.
Similar to making a soup where you initially collect and prep all of your ingredients, a company preps by putting together an ideal list for the best candidate, writing a job description, writing a job ad, and posting the job. The job then simmers on the job boards as applicants begin to submit resumes, compared to the soup simmering in the crockpot. Then, the employers get the resumes and begin interviewing, like adding spices to the soup, continuing to let it simmer.
Throw in some vision and dreaming, your crock pot will make some pretty great soup. Eat the soup too early and the spices may have not soaked in yet. If you wait too long, the vegetables turn to mush, and the soup is not as good.
Peyton Manning is in and Tim Tebow is out.
First, when making a good hiring decision, a boss must ask this question: Can I work with this person? Both Tebow and Manning have solid reputations for being workable, and in this era of cranky celebrities, this is point for both of them.Was this a good hiring decision? Only time will tell.
Second, the next question is can they do the job? While Tebow has been somewhat inconsistent last year, so has Peyton Manning. While Manning has experience on his side, he is also injured and set in his ways. What happens if he gets injured again?
Third, is the candidate passionate about the job? Manning is a little crusty around the edges. He is older and he was a leader in the lockout with the NFL. Tebow loves the game of football. He is energetic, passionate and needs some coaching.
My vote? Hire Manning to train Tebow. Now you have experience coupled with passion and healthiness. That is a winning combination.
I was meeting with a new client to discuss the possibility of hiring their “right hand” person. As I do with every client, I asked her to dream big. “If you could have any person that you wanted for this job, who would they be and what would they know?” Do you know what she said? “I want them to be punctual.”
When you make a bad hire, you say to yourself, “Well, I can work with this employee if only they do xyz.” Then, xyz doesn’t happen. Then, you say to yourself, “If only they will do abc, then I can work with that.” Of course, abc isn’t going to happen either. The next thing you know, you are just wishing for someone to be punctual.
So, what if you changed the word punctual to “Committed”? If someone is committed to the job and committed to the company, then they will be punctual.
I dare you to dream big around your next hiring decision. Think roses and rainbows, to infinity and beyond. Conduct effective interviews and you will find your dream employee!
Last week, as I was interviewing, I kept smelling bacon. It smelled SO GOOD! I felt like that dog in the Beggin’ Strips commercial whose sole focus was to get some bacon! Anyway, I turned to my client and said “I must be going crazy because I think I smell bacon!” She laughed and said “You aren’t crazy. Our staff makes lunch together, and they usually cook breakfast foods.” As I rounded the hallway to see for myself what was taking place, there were 5 people with plates piled high with bacon, eggs, pancakes and French toast crammed into one little office around an even smaller desk sharing a meal together.
Company culture can be created in so many different ways, and it doesn’t have to cost a lot or take up much time. These staff members not only enjoyed their bacon, but they were able to talk about work in a casual way. They created friendships and deeper relationships over those amazing pancakes, all while they were passing the syrup. Ask any of the employees and they will tell you that those brunches are not only fun, but they are also productive.
If your company is lagging behind, or employee morale is low, it might be time to introduce some fun into the game.
Making bacon together really can help you bring home the bacon!
I would love to hear from you if you or your employees introduced a morale boosting activity that has become part of your company culture?
I have interviewed a great deal of candidates who complain about younger generations having “no work ethic.” Who says?! There are SOME young people who have no work ethic. There are also SOME Baby Boomers with no work ethic. Believe me, I have interviewed them. To judge an entire population by their age is called “ageism” and it is against the law. Ageism is also missing the whole point. When you interview based on age, you may completely overlook the A-list candidate you are looking for. Don’t judge a book by its cover, no matter how old it is.
I called a woman recently to schedule her for an interview. She thanked me for calling her, but notified me she will not be available. She would be getting a face lift next week. Slightly stunned because I wasn’t expecting that unusual response, I thanked her for letting me know and wished her great success. I really appreciate people who let me know their plans, because no one’s time was wasted.
I was interviewing a couple of years ago for a great position at the local non-profit. An application for Andre came across my desk with decent qualification. As I glanced over the cover letter, I noticed the candidate signed as “Andrea”. I was confused about what to call this person, so I didn’t.
As employers, we can be swayed by a person’s technical skills, where they went to school, who they have worked for, but if they can’t get their own name right? No thank you.
As we begin each new year, many of us take the opportunity to re-group and redefine goals for our businesses. This time is often filled with renewed energy to get our lives and work in order. As a part of your new year’s goals, it might also be time to fire that one employee that is not contributing to your company’s vision.
The impact of an unengaged employee on your business can be catastrophic. Decreased productivity, lowered company morale, and miserable working environments have been common complaints by my clients as they come to the decision to relieve an employee. I say start the new year fresh!
For example, a past client had an employee who consistently gave the employer ultimatums. The threats were often “If you don’t do this, then I will quit.” First who wants to work with an individual who is constantly threatening? The team was struggling to work with the individual, the employer was unhappy with the performance of the individual, yet the concept of firing and replacing this person seemed daunting and ill-timed. When my client finally became fed up, they did indeed fire the employee. I won’t sugar coat the transition. It was hard, uncomfortable and came at a terrible time, but my client knew that this was the right decision for the company.
My client will begin 2012 with a new employee who is excited about the company, the job and the new opportunity. The work environment will improve, productivity will rebound and team morale is already recovering. Start your new year with fresh perspective and make a resolution to find fresh team members if you happen to have an employee who is not a perfect fit. And don’t let this resolution go to the wayside by Jan 5.
Did you know that the interview process is a great marketing tool? People who are genuinely interested in your company will apply for positions, not just those looking for a job. It’s possible to have an audience of up to 500 applicants who want to work for you. While you can’t possibly hire them all, you do have a powerful opportunity to make a long lasting impression.
If you respond to your applicants in a timely and courteous manner, they will remember. I have received hundreds of thank you notes for rejection letters. Because of the vulnerability of the candidates, you WILL make an impression on them. They may never want to frequent your business again because they felt they were treated poorly. They will also never forget how great you were because you kept them in the loop.
Somehow, we have gotten away from responding to our potential employees as potential customers. We have decided that we don’t have to respond to them, they don’t deserve a response or we don’t have the time or money to do it. The next wave of successful companies is those who invite people to apply and who respond to them along every step. Be Bold, Be Different and Respond!
Last fall, I recounted a story about “The Winker,” an inappropriate event that occurred during one of my interviewing sessions. A female candidate had winked at my client during the interview process, making him feel very uncomfortable. Although the candidate was very qualified, we did not hire her because of the discomfort experienced by all who were involved. Well, folks, you won’t believe this, but I had another instance of a winker at the interview table! Not only did she wink at my client, but the top button of her blouse popped open!
I cannot stress enough than an interview is not the time or the place for sexual overtures and “Janet Jackson” style uniform malfunctions. As an interviewer and coach, I certainly see inappropriateness from both men and women. Remember, if you are the employer and uncomfortable in any way about a candidate, listen to your discomfort, regardless of how qualified the candidate may appear. This type of behavior in an interview could be a sign of things to come, including a sexual harassment suit.