I spent more than a few years judging talent both as a matrix consumer and as a direct manager of the positions. Everybody has stories and lessons to share from their experiences, but here are the top 5 I found make the biggest impact from the potential employee's perspective. I've very proud of old teams, even though I'm not their boss anymore!
It has been a very interesting (and humbling) experience on the other side of the table as I have been searching for a good fit these last four months, but wanted to share this with my network.
It has been a very interesting (and humbling) experience on the other side of the table as I have been searching for a good fit these last four months, but wanted to share this with my network.
Lesson #1: Be sure you have a real need before you start searching.
There is nothing that frustrates candidates and hiring managers more than putting out a requisition, sourcing and interviewing candidates, only to be told to fill the position internally with someone unqualified to save costs. I'm not sure how this actually saves cost, but that's another matter.
Lesson #2: Be clear on what success looks like for the position.
How will they be judged a success or failure? I ask this question in every interview I take, and only about a third of employers have something clear and concise at the ready.
Lesson #3: Be clear, and do what you say.
Be open and honest about the position, the company, the culture, anything the perspective employee wants to know. There is no second chance for this information; if you muck it up and they take the job, there will be hard feelings. If you say you will get back to the employee by the end of the week, do it. It's not hard, and yes, you have the time.
Lesson #4: The money means a hell of a lot more to the employee than the company.
Sure every job has a salary range. But a very high percentage of negotiations have one or both sides trying to 'win.' The company has opportunity and needs value created; the employee has skills and available time and is willing to trade that for compensation. This is a win-win, don't ever lose sight that you are helping each other out. And never lose a good candidate over a few thousand dollars.
Lesson #5: Perfect is rarely so; and good enough now is better.
I've found that people are rarely fully honest in an interview, on either side of the table. The company has dirty laundry that may scare away potential hires; maybe the last person left because it's a hostile environment. The employee may embellish skills or departure reasons. Whats most important is fit. Will this employee fit well into the team, company culture, and shows some evidence of having the necessary skills? That is the definition of good enough. I always wanted the good enough candidate over waiting months for the perfect candidate. If I can afford to wait, I probably shouldn't have posted the job.
Best of luck on your search, whichever side of the table you are on.
W.
