By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
We all make judgments – about people; other BV practices – every day, based on little snippets of information. There’s a good chance those judgments are wrong, or at least thinly based. Still, the judgment often sticks.
The same thing happens with candidates. If you’re not on top of your interview game, you risk losing the attention of the very person you hope to attract. We’ve said it before: Candidates think the way you hire is the way you manage. Often, it’s the littlest things that can make the biggest difference.
Say a prompt hello. If you don’t have someone at the front desk, make it someone’s assignment to respond to your candidate’s arrival and notify you immediately. Nothing makes a bad first impression than a candidate who has to wait in an empty lobby.
Have a clear agenda. If you intend for others to meet your candidate, make sure they don’t hear about it from you at the last minute. Give them your candidate’s resume. Don’t make them ask for a copy from the candidate. Tell your candidate what the agenda is or, better yet, have a written version to hand over at the outset.
Set up focused, though not overlapping, interviews. It’s likely you have one staffer who is especially technically competent. Have that person focus on technical questions. Divide up other possible areas of questions so each interviewer brings unique feedback to the hiring discussion.
Say a warm and appreciative goodbye. No matter the agenda, you should always say the final goodbye to the candidate. If you can’t be there for some reason, make sure that task is assigned to someone. The only thing worse than waiting in an empty lobby is standing outside someone’s office wondering if you’re done.
You know how important first impressions are when you’re trying to sell yourself to a client. The same is true when you’re trying to sell yourself to a candidate. Not paying attention to the little things can cost you.