If you’ve made it to the stage where you know which candidate best fits the profile for a position and are ready to make that offer, then you’ve probably come a long way and are excited about getting this position filled. But don’t jump the gun. This is the time to be at your most cautious because you could possibly pick up on a lot more about the candidate post-formal interview than you could during. This is why it is always a good idea to have two or more face-to-face interviews-to flesh out all the unanswered questions, concerns and/or any doubts. But if you’ve found a candidate that you believe is perfect for the position, ask these simple questions of him/her first:
· “Do you still feel as though this position is the right match for you?”
Of course, if they hesitate, so should you.
· “Is there anything that you have experienced during the interview process that may have made you think twice about taking this position (maybe because of our lengthy approval process)?”
· “Having met with your potential manager, do you feel as though there is a good fit between your working style and his/hers? Explain your answer in detail (what you like, why there’s a fit, etc.).”
· “If you could come in and change one thing about the organization, what would it be?”
Here, you’re really looking for something insightful. You want to be able to receive an answer such as, “I believe that adding me on as an employee would bring about change merely because of the different value-add that my skills and knowledge would bring (unique person + unique skills = changes the environment).” What you don’t want to hear is this: “Well, after meeting with the team, I can see that there are some disconnects in our working styles. I would like to implement courses that teach teams with differing views/styles how to work cohesively.” This is a stretch – but you see the point. Differences are good, but when there are issues on the outset, another evaluation must be made.
· “After speaking with the team and manager, what are you most excited about working on or contributing to if you are offered this position?”
Here, you mainly want enthusiasm as an emotion, but you also want to make sure that they have grasped a firm understanding of what is going to be required of them once on the job. The biggest mistake that any company makes is bringing on an employee that has sold themselves so well on their resume and in the interview process, but has absolutely no grasp or true ability to handle the actual position. And believe me, this happens a lot more often just because the employee sells really well, but is either extremely lazy or flat-out incompetent in the job. No real way to know for sure except to do your background checks and go with your gut.
Orrick Nepomuceno, CPC is author of Hitchhiker In The Corner Office: Avoiding The Top-10 Potholes So Your Employees Don’t Hit The Road (http://hitchhikerinthecorneroffice.com). He manages his own consulting practice, KAON Consulting, Inc. – http://www.kaonconsultinginc.com – where he consults C-Level executives with Human Capital issues. Orrick understands the importance of helping companies build great teams in today’s changing marketplace.
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