by Beth | Dec 7, 2011 | Interview Process
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.
by Beth | Dec 1, 2011 | Employee Hiring, Hiring Managers, Interview Process
As hiring managers, we spend more time analyzing resumes than we do actually interviewing candidates. Most applicants don’t write their own resumes or cover letters. Therefore, we spend time “pre-screening” candidates on materials that they didn’t produce. Have you ever looked at a candidate’s application and knew they were the one? Then, you talk to them on the phone and know that they would never work out?
The biggest waste of time is spent trying to judge a person on a piece of paper that they likely didn’t produce. If the applicant followed directions specifically, have no spelling or grammar mistakes, and the tone of the materials is appealing, (which will weed out about 70-80% of applicants) schedule an interview.
by Beth | Nov 29, 2011 | Employee Hiring, Selecting Good Candidates
If you have read a women’s magazine, there always seems to be an article about lying in a relationship. “Little white lies” can often seem harmless enough, but isn’t this really a measurement for integrity and personal responsibility? I’ve often heard from my employers that they are appalled when a candidate exaggerates on their resume. Candidates are advised to be truthful and honest in their representation of themselves.
What happens when a company is lying to the candidate? According to the Reader’s Digest article “Get Hired, Not Fired: 50 Secrets That Your HR Person Won’t Tell You”, company personnel are lying to candidates too. For example, here are two excerpts from the Reader’s Digest article:
“Background checks are expensive. Sometimes we bluff, get you the fill out the form and don’t run it,” states Cynthia Shapiro, former human resource executive and author.
“Sometimes, we’ll tell you we ended up hiring someone internally- even if we didn’t- just to get you off our backs.” HR rep at a Fortune 500 Financial services Firm
At the end of the day, if lying is a standard practice in your company, you will not be able to hire good people and expect them to stay. Run a strategic, well defined interview process. Be upfront and completely committed to a healthy environment for your employees based on truth telling. The rewards will far outweigh any benefit you may have received by lying to your people.
by Beth | Nov 25, 2011 | Employee Hiring, Selecting Good Candidates
A client of mine and I were interviewing a few weeks ago, and a very bright, savvy woman began telling us how this job was “beneath” her. She mentioned “This job is obviously less than my skill set.” Then, though the job ad clearly stated the salary range, she asked for a 20-30% increase. The salary conversation wasn’t what lost her the job however. My client would have gladly negotiated the money if she had been the right candidate.
What I find in my work as an interviewer is that candidates who really don’t want the job that you are offering will spend lots of time and energy focused on money. For the candidate that really wants the job, money is hardly ever the top priority, especially when the salary is clearly stated up front.
When this very talented woman finds the job that she really wants, she will be dynamic- no doubt, and money won’t be an issue for either side.
by Beth | Nov 21, 2011 | Interview Techniques
What is it about interviewing that makes people think they can do it without having been taught? When I mention that I am an interviewer, someone will invariably say to me “I am a great interviewer.” “How did you learn to be a good interviewer”, I ask.” “Oh, I am a great people person.” As if that has something to do with it. Interviewing candidates is a skill set. It is not genetic. You aren’t just born into the world knowing how to interview. But the good news is that you can be taught once you let go of the idea that you are good at it instinctively.
