Entrepreneur: Candidates
by Miki Saxon
Last week we talked about the importance of good hiring to insure the success of your organization and I gave you a copy of RampUp’s CheatSheet for InterviewERS.
Tuesday I shared information on how to use your culture to screen candidates.
However, when it comes to the actual interview many managers and candidates view it as an adversarial function, which is, in fact, ridiculous.
Managers and candidates have the same goal—or they should have.
Interviews are occasions to find out if a candidate is right for the hiring manager, the team and the company; just as important is for the candidate to find out if she will be challenged and thrive in that environment.
In other words
- Managers want a person who shares the company’s values, will strengthen the team and can make real contributions to its success.
- Candidates want a place to contribute meaningfully, where the culture is synergistic with their own values and where they will continue to grow.
Same goal, different perspectives.
One part of the problem is that candidates are nervous and today’s economic turmoil increases normal interview jitters.
The other part is that the people doing the interviewing may not be very good at it or, worse, actively dislike doing it.
Here is one thing you do to help your candidates be comfortable enough to openly discuss who they are, what they can do and contribute and why they want to do it in your company.
Share RampUp’s CheatSheet for InterviewEEs before the interview.
Be sure to take the time to explain that you sent it because you want them to have the best interview possible.
You may be surprised at how much your candidates appreciate that attitude.
Plus there’s a hidden bonus, because you’ll know in the interview if they 1) took time to read it or 2) made use of any of the ideas.
Image credit: http://www.sxc.hu/photo/1007380
