Since the job market slowed in 2008 we have generally
seen companies tend to take more time in their interview/selection process
when hiring. I believe it comes down to a combination of things. First everyone
is expected to do more with less. When translated to the interview process this
simply means the interviewers are far busier than they were previously;
schedules are not as readily available to conduct interviews. Secondly it is
also a result, I believe, of hiring managers believing that they can be far
more selective in their search process. Finally, I believe hiring managers are
also under the impression that people will be available longer because there
are fewer opportunities.
Whatever the reasons, the selection process has indeed
slowed. However, there are always exceptions. There are always going to be
hiring managers that meet a candidate and immediately know that is the person
they want to bring on board. The process moves quickly and then everyone is
caught off guard because that simply is not the expectation.
Recently I have been working on a search for a client.
This client is very good to work with and they always try to keep things moving
along; however, given the nature of the search the candidate pool is shallow so
just coming up with qualified candidates is a challenge.
So I meet an individual that is qualified and interested
in speaking with the client. This professional is not actively looking but was
interested in both the location of the opportunity as well as the company and
the opportunity overall.
I presented the candidate to the client company. Within a
week of the referral they flew the candidate into their office. After the
interview, the client had an offer ready to present. This is definitely the
exception verse the typical scenario. But the result was a very unprepared
candidate. Because the speed at which the client moved caught me by surprise as
well as the candidate, the candidate immediately went to reaction mode, that
is, “Oh my gosh that was fast, I don’t know that I am prepared for this” type
of thinking.
So how could this have been prevented? I should
have done a better job in preparing the candidate mentally for this possible
scenario. So I dropped the ball. I should have had more conversations with the
candidate setting the stage. The candidate has a relative who lives in the area
where the client is located and they had made several trips to the area. So
that was covered. The candidate had discussed everything with their spouse so
that was covered. It was more of the emotional part that I should have better
prepared the candidate for.
My scenario was a bit unique because the candidate was
not actually exploring the market, but I still believe there is a lesson
that can be learned from this experience……if you are a job seeker and you
commit to going on an interview, you should be committed to the process.
Candidates should realize that if they go on an interview, an offer very well
may follow. Realizing that is a possibility, they must be mentally committed to
that part of the process and be prepared on how they will handle an offer
should it come. Receiving an offer should always be the ultimate goal out of an
interview. Whether you accept it or not is another story. Always better to have
received an offer than not get one at all. So if that possibly does exist and
it should, you must prepare yourself. So when it happens you are prepared to
react accordingly verse going into reaction mode and coming across as though
you were not prepared. So job seekers, cover your bases:
1.
Research the area where the company is located
in advance.
2.
Check out the community as best you can.
3.
Explore schools if that is going to be part of
the process.
4.
Explore cost of living. More importantly, buying
power. How is your buying power impacted?
5.
Learn as much as you can about the company.
Think everything through prior to the interview asking yourself, "Okay,
what if I get an offer? What else do I need to know to determine if this is
something I wish to pursue?"
6.
But above all, only go on an interview if you
are truly interested in making a job change (if it is the right opportunity
naturally). But don’t go on an interview unless you truly believe deep inside
your heart that you are ready to make a change.
Scot Dickerson, CPC
President
