Zero to Offer in Sixty Seconds – November 2008
So often the complaint of the Hiring Manager, the HR Manager,
and yes, the Search Consultant is the time it can take to move
a group of candidates through all the appropriate interview
levels. For a moment though, lets consider the opposite side
of the coin, a process that moves too quickly.
A few years back I had the hiring manager fly to town to meet 4 candidates. As it turned out, the strongest candidate was the last one he saw and after a one hour interview the candidate was offered the position. The candidate was prepared for the interview but not the offer! In my post interview debriefing the candidate had all sorts of doubts as credibility had now crept into the process. The candidate had not had the time to assimilate the culture he was moving into. Questions and doubts that needed to be addressed required a second meeting anyway!
This is a rather extreme example but a process that runs in sprits and delays can also have the same effect. Sometimes a great candidates surfaces late in the process. The clock started ticking for the candidate at the time he/she was approached for the position. It does not matter that the process has been going on for 6 weeks (or more).
However, candidates can be helped to prepare for a “short” process. This is important since candidates always hold onto their doubts quite far into the interview process. It is natural for people to not commit emotionally as they do not want to be hit with the disappointment of rejection. Here is where candidate pre interview coaching and preparation can assist the candidate in mentally preparing for a short process.
A candidate should know if the process will be a short one. Company research is critical. They also need to start thinking on what questions need to be answered in order for them to make a decision. One interview is always too short but a long process should not be needed make a candidate comfortable moving to your company.
Three interviews over a 2 week period is ideal. As much as you need to be comfortable with the personality fit of the candidate, the candidate needs to understand and be comfortable with the “personality” of your company and of you.
David Street, Senior Consultant