August 11, 2019
It's Time for the In-house Interview
Share This Post
So you have phone-screened your candidates and you pick a lot to come in and meet the team. Today is the day. What will happen?
You decide that you can spread out the three candidates in one day. Make sure you and your team are fresh all day. Each candidate deserves your complete attention without distractions or fatigue
All of these candidates are coming in hopeful, energetic, and a bit nervous at the same time. Let’s take a look at what could happen and what you can do to counteract it.
I know I sound like a head shrinker in this case but be aware that this may happen. We don’t want to lose a good candidate because someone on the team is threatened. We also want to make sure that we are not basing this decision on gender too. If a man is confident, they are seen as go-getters. If a woman is the same, she is seen as a bitch or conceited. Let’s make sure we are providing equity in the workplace and not allowing this to happen.
Of these three, who would you pick to come back? Only you and your team can decide. You know your culture, what the job entails, who they have to work with, etc. Make sure you decide on the person based on their skills and abilities and then fit for the organization. Don’t just pick someone because everyone liked them. Make sure they can do the job.
Also, a person may surprise you when they get hired and they have the pressure of being “on”. They might relax and show you their personality a bit easier. Yes, this can backfire. Let’s concentrate on the good for a while and play that this has a great outcome, shall we?
Here is your winner. You have had all of the interviews, you have asked all the questions and answered some too. Congratulations on picking your new team member. There is nothing in HR as satisfying as giving someone a new job. I love the feeling of it and I love seeing their face on the first day!
Share This Post