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The interview police

There are so many great websites, blogs, articles, books out there that capture the interest of job hunters or career seekers.  You are given advice on your resume, your attitude and how to behave at the interview.

Yet while there are so many of these sites that offer interviewers advice, where are the interview police?  Well, I guess between Google searches, Linked In and other sources, one can easily find out a lot about a prospective employer.   Distaste can be quick and immediate if one has a poor interview experience.  That being that the interview was unprofessional, disrespectful and disengaged.

I don't think that many companies assess what they are doing about their hiring practices and how they may be treating prospective employees.  That is likely a major oversight that only is rectified when the job market switches positions:  from a buyers market perspective of employee recruiting to a sellers market from those seeking employment.

What are organizations doing to ensure that they are living values that present themselves to the outside world in favorable light?  Of course, we get that advertising is a customization by marketing that can be skewed to give the impression that they have their act together.

However, what if the person representing your company is interviewing a prospective employee to join your company .... do you have metrics to track their record:  hiring success as in placing people within the organization that become key producers and are promoted quickly?  How many are let go within 3 months or quit within the first year or two:  a drain on resources and finances.

I worked for an organization where the Code of Conduct was weak.  There was a key manager who began an affair with a sales guy who had just had a baby, while his then-wife was suffering from postpartum depression which I can only imagine grew immensely upon discovering her husband cheating on her with a manager.  

No, they weren't direct reports.  Yet one was a manager while the other benefited from the relationships by increased and highly leveraged sales opportunity.  You sense a conflict of interest?  

What is that saying my grandmother used:  "cut off your nose to spite your face"..... that same manager had some other issues, the turnover under that area was constant.   Bleeding the company dry as far as resources by constantly back filling positions, placing enormous pressure on the hard workers.  Taxing them so much that they end up leaving and then the organization is stuck with mediocre personnel.  

The manager was a long serving member of the organizations management team.   Attractive,  with a witty sense of humor when the boss was around.  A knife handy and ever-ready to stab others in the back to be sure.

The question was never asked:  why is it that one manager can hire people who become key contributors while another has constant turnover?  

An easy way would be to sit in on an interview with that manager.  How are they communicating the key values of the organization?  Are they sitting across from the applicant with a stapled questionnaire so that genuine digging into the person being interviewed can be done.

I heard about a week or so ago that the joblessness is going to start improving in 2017.  Interesting.  I'm not sure if it will be as robust as it was around our town 10 years ago:  where referral bonuses were common and finding any employee was a challenge, never mind a great one.  

Employees are the biggest advertisers of a company's brand:  what do your's say about you?  Take it a step further, how do you treat your employees?  Internal feedback doesn't seem to do much from what I've seen.  

Clean up seems to be in the employee area.  That seems counterproductive if you have someone who is interviewing, hiring people that are just recycled and spit out.    If companies think it is easy to search a candidate's background on ethical and behavioral attitudes, it should be obvious that so is it readily available for employees to check out employers.  There are sights that allow employees to grade their company, its executives, its management on how they treat their personnel, how well do they communicate or are their opportunities for advancement.  There is always an area for comments.  

Comments and feedback are not solely isolated to past employees.  It is open and public facing.  Candidates are able to communicate on how they were made to feel during the interview process.  How professional was it?  How welcome were they made to feel?  

Some interviews are like inquisitions.  Where the interviewee feels that they are being trapped or pushed to trip up.  

Ah the power of the interviewer .... can you take being made to feel minor, unimportant?  IF you can, then you may just be fit to fit in this company.

The irony is that good interviewers find valuable hires.  They make the hiring person look good.  How do companies reward that?  I haven't heard much of those types of metrics.  Why not?

You may have someone in an important position of facing the public.  Even if they fall into the lair by applying for a position.  Is the interviewer friendly, professional, using manners?  Or do they give the impression that it is an unnecessary evil because they've already made up their minds to hire buddy from around the corner or something like that?

Don't let your company fall into the deep trap of the pit of disreputable hiring practices.  Ensure that whomever is in a position of hiring is also promoting your company.  How professional, or lack of professionalism, can negatively impact your brand.

When the jobless market improves and career seekers fall back into the driver's seat, are you making it easier for your company or harder?  

That's where my grandmother's saying comes in:  are your team members cutting off their nose to spite their face?  Are they ruining the opportunity for your organization to attract valuable candidates?

Try not to wait until the job market does reverse itself.  Try not to be one of those organizations who have to pay for referrals because your behavior, or the behavior of those interviewing others is sub par. 

Don't get caught up in not making good on promises or not recognizing those that are making you look good.  

Case in point:  a 27 year old young man who works for a major corporations, been with them for 9 years, adored by clients and is still only paid $12.25 per hour.    

That organization is really delusional by thinking that it won't catch up with them eventually. 

How you treat prospective employees in your hiring practice may be an indication on how they will be treated as an employee.  That can discourage the top performers and high achievers.


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