by Beth | Feb 28, 2012 | Interview Process
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!
by Beth | Dec 23, 2011 | Interview Process, Interview Techniques
I ask my clients regularly about their thoughts on a candidate after the initial interview. Usually, I get responses like: “He had a stain on his shirt” and “Did you notice the scuff marks on her shoes?” While I realize that first impressions are often centered on people’s appearances, it may not be a factor in your hiring decision.
I like to probe further and ask about their thoughts on the candidate’s personality. After lots of “Ummm’s” and deer-in-the-headlight looks, they finally come up with comments like: “They were a bit whiny” or “I’m not sure.”
Let me give an example. I interviewed a candidate who complained about his boss, his co-workers in multiple jobs, his company, and his work. Nothing and no one seemed to make him happy. During our interview rap up, I asked the client “So what did you think?” She responded with “His tie was askew.” I questioned further and uncovered that she really wasn’t impressed because she felt he was a whiner and would have difficultly working with him.
The very next candidate that we interviewed walked in well prepared. He presented a list of recommendations, asked well researched questions, and had a great attitude. He recounted how he had come to the business site 3 days before the interview to make sure that he would not get lost on the day of his interview. He said “Even if I don’t get the job, I wanted to tell you my thoughts on how this could be improved.” After he left, I asked my clients this question: “What was he wearing?” No one could remember. They didn’t even remember that he wore glasses! We hired him and he is currently in his third year.
The moral of this story is that when people are WOW’ed by someone, their looks don’t really matter. But when faced with a personality flaw, we often describe it in terms of their appearance, i.e. “The Whiner had an askew tie.” When you are interviewing your candidates, remember to listen to their words and pay attention to their use of language and their preparedness. These qualities are much more indicative of their performance than their appearance.
by Beth | Dec 21, 2011 | Interview Process
Why do employers ask candidates for salary histories? I did some research and found out there are a few reasons. 1) If a candidate is taking too large of a pay cut, then it CAN lead to job dissatisfaction. 2) Some employers think that steady increases in salary prove a candidates’ competency. 3) Some employers want to see if a candidate is requesting the same salary range that the company is providing.
The facts are: 1) People take pay cuts all the time and are happier. Not all are dissatisfied. 2) Several studies have proven that money isn’t always what motivates people. A steady increase in salary could prove a person’s passion for one’s job. 3) If you want to know what people are making, then get a more global sense of it by going to salary.com or a comparable website.
Here are my thoughts. A person’s salary is confidential and private. To exclude a person from applying for a position because they won’t disclose their salary is prejudicial and biased. To base a hiring decision on salary requirements may prevent you from finding an excellent employee.
by Beth | Dec 20, 2011 | Interview Process
I recently talked to a client who said “Just send me your top 5 people.” Well, I can’t, and here is why: NO ONE can take the place of the hiring manager in the interview process. They know too much about the department or company, and their knowledge can not be duplicated or ignored. And yet, the people that I talk to would rather have a tooth pulled than conduct an interview. Why? Because they have never been trained. They view it, and rightly so, and a colossal waste of time because it is generally not done well. They are unprepared.
Martin Yates in his book, Hiring and Keeping the Best, calls interviewing “a dirty secret.” We expect hiring managers to put a team of people together, we hold them accountable, and then we are shocked when they aren’t successful. If you want a team to be effective, you must concentrate your efforts on an effective interview process, including training the people who will be responsible for the hiring. Otherwise, just flip a coin and call it good.
by Beth | Dec 19, 2011 | Interview Process
So you have a leaky faucet. It drips, drips, drips until eventually you have allowed a corroded pipe and a higher water bill. Not investing in the development of your interview process can work in much the same way. 
The overall health of your company relies on capable people. The actual hiring of these people is a simple yes or no question. The real work of staffing begins with a strategic interview process and a well trained interviewer. Without this, you may begin to erode the inner workings of your company.
- Begin with the job ad. Really describe the ideal person for the job.
- Create a new job description
- Select and prep the interview team
- Prepare a communication process that is respectful to candidates.
- Determine criteria for selecting the top candidate and define a system to communicate with those who were not chosen.
By approaching your new hire from a well defined and strategic position, you will make better decisions and hire staff that will strengthen your company. Any process that skips these critical steps will simply corroded your pipes. Drip, drip, drip.
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.
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.”
