I hate to break this to you, but candidates no longer need you. They don’t need to feel lucky to land a job at your organizaiton. You’re not doing them any favors, and they certainly don’t need to grovel all over your office being thankful.
You need them.
They have all the power.
…and you could not be more ill-prepared to compete for them than you are right now.
Vacancies are the Worst
Consider the pressure you face every day:
– staff morale
– budget performance
– employee behavior
– regulatory constraints
The candidates do not need you…you need them.
Three Focus Areas
You can prepare yourself to interview effectively in many ways; however the three areas below should be considered mandatory if you are hoping to compete in the market today.
a) Your Digital Presentation
– they will search you online…100% of the time
– Linkedin (if your profile is lame, assume they think you are too)
– google yourself to learn how invisible you really are
Have you invested a few minutes to ensure you appear to be paying attention to our digital world? If not, you already look old and stale (regardless of how many candles will be on your cake the next time your birthday rolls around.)
b) Your Real Life presentation
– direct, well prepared questions
– listen to them
Have you invested the time to focus, removed the onslaught of noise from your mind, and committed to focusing exclusively on the person you’ll be interviewing? If not, you will come across just like every other hiring leader in the universe…distracted and arrogant.
c) Your Attitude
– don’t judge in the first five minutes
– be clear about your expectations
– be direct
Have you allowed yourself to have an open mind, and to consider that someone who doesn’t instantly fit into your clone-like vision of your team might actually add a diverse and fresh perspective? If not, it’s time to end the interview before it starts and head to your next recurring management meeting and vent about your circumstances.
How About You
Are you ready for ‘your” next interview? Your candidates will be. In fact, they have done more research about you, than you have about them.
What will they find? Anything at all?
How will you present yourself? How will you follow up after? Do you send thank you notes to candidates for coming in; or, should they leave feeling thankful for the opportunity to be in your presence?
I’d love to hear from you.