The organization you are part of may be growing and moving forward. But, are you?…
By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
You were there when your candidate arrived. You said a warm hello. You made introductions around the office. You’ve arranged a productive interview agenda.
It’s not a problem that you’re not there when the candidate is ready to leave, right? Wrong!
The comment we hear all too often from candidates is that when the interviews were complete, no one seemed to know what to do next. The result was an unnecessarily awkward moment when neither the candidate, nor your employee (often the receptionist), knew what was supposed to happen next. The candidate leaves with a sense of puzzlement about how well you really run things, and maybe even a sour taste about the visit.
This problem is easily preventable. And, with the difficulty that most firms face in getting to interview quality candidates at all, is one that you should do everything you can to avoid.
Follow these tips:
Priority should go to scheduling yourself to be available to say good-by when your candidate is finished.
This is not always possible, so the next priority goes to making sure that someone of equal (or, at least, relatively high) seniority is available for good-by, and has been thoroughly briefed on what you want said to the candidate upon departure.
If push comes to shove, make sure that you have an able – and highly personable – assistant who can express your regrets at not being available, and say the appropriate good-byes.
Whichever approach you use – and especially if the last person the candidate will see is not you – make this known to the candidate at the beginning of the visit. Offer your apology, along with an explanation for not being there.
It may seem like a small thing. But, if your candidate is examining another opportunity, and that employer handled this detail when you didn’t, you could lose.