Last week we talked about how to spot red flags when interviewing candidates, but those same candidates are also seeking the right match, and will be on the lookout for warning signs not to join your company or organization. Here are some things they may be watching for, and how you can give them the green light:
A rushed interview process: If your company seems disorganized, ill-prepared, or rushed, it may appear that you just want to fill an empty seat with whichever candidate can start the fastest. Take your time (not *too* much time) and get to know your candidate so you can both see if there’s a good fit.
Lack of clarity: If you can’t state your company mission, goals, or reporting structure clearly and succinctly, you will look directionless. Make sure all on your hiring team are on the same page concerning these topics and you’ll avoid this pitfall.
A discrepancy between written and verbal Job Descriptions: If a candidate arrives at the interview only to discover that what’s being discussed is different from the written job description, it will set off alarm bells. Don’t use old job descriptions if the position has changed; take the time to write a new one before the hiring process has begun. And once again, make sure everyone on the hiring team is up to speed.
No mention of onboarding or training: It’s not strictly necessary to talk about the induction period at a first interview, but by the time a candidate is a serious contender, they should know what your onboarding process entails, as well as what kind of training they can expect. Good candidates will ask, and they should expect a detailed answer.
The bottom line is: you have a decision to make, but so does your candidate. Are you presenting your company in the best way possible?