I placed a call to a candidate to invite her in for an interview. The message said “Please enjoy the music while your party is reached!” Then, I heard the song “Take this job and shove it.” Need I say more? Listen to the clues that people give you before, during and after the interview. You will be amazed at what you will learn.
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.
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.
Last summer, I was knee deep in the interviewing process for one of my clients. We had been through several candidates looking for the perfect A-list player for their team. The last interview of the day looked incredibly promising! The woman who sat across form us was qualified, both technically and culturally. As the candidate began asking her questions, she leaned over and winked at my client!
In my line of work as an interviewer, I see way more sexual inappropriateness from women than I do from men. If you as the employer are uncomfortable in the interview, then you will really be uncomfortable when they are on your payroll, no matter how “qualified” they are.
When entrepreneurs first begin their businesses, they often rely on what I call “The Friends & Family Plan”. One client even confessed that he used to get on the phone and call his friends to find out who needs a job and determine how quickly they could start. While he readily admitted that this process was ineffective, he simply did not know how else to hire.
As the business begins to grow, it is critical to evolve out of the thinking that just because you know an individual, does not mean that they will work well with you or your company. While the modicum of trust may ease your mind temporarily, this path often leads to a mis-hire, decreased productivity and a destroyed friendship.
Learning and practicing a well defined interview process in lieu of a friends and family call will contribute to your bottom line and save a few relationships along the way.