It is very easy for a well-meaning interviewer to scare off a potential hire.
Dallas, TX (PRWEB) July 11, 2012
Executive business coaching often encompasses a myriad of topics; time management, efficiency, communication, and strategy are particularly popular. In many cases, however, companies like LeadershipGold4Women coach businesses on how to make the most of their staff. And as any professional will point out, it all starts with hiring the right candidate.
Who is the right candidate, exactly? It depends on a lot of factors, like the personality profile as it relates to the scope of the job, or the kind of experience the potential hire brings to the table. And how does one determine these characteristics? The interview.
By traditional definition, job interviews are a chance for an employer to decide who the best fit is for an open position. In today's competitive job market, however, candidates are gaining an advantage, and potential employers have a responsibility to prove to the candidate that the company would be a good match for the employee. Easy as that might sound, it is very common for a well-meaning interviewer to scare off a talented hire. To avoid losing a great candidate, take these tips from executive business coaching company LeadershipGold4Women on what NOT to do during the interview.
1. Never get "too" comfortable with the candidate. This is particularly true in small business settings, where business owners pride themselves on a family-feel environment. Projecting a sense of ease with a candidate can make him see the potential employer as a peer instead of a leader. Subconsciously, people seek leadership, and if it is lacking, it usually leads to discontent and frustration. Avoid sending that submilinal message by maintaining professionalism at all times.
2. Don't attack the last person who held the position. Even if that employee set fire to the break room and changed all the company passwords upon his dismissal, it is never acceptable to bad-mouth a former employee. Why? According to executive business coaching company LeadershipGold4Women, it tells the candidate that they can expect to be trash-talked similarly upon hire. People want to know that they are entering a positive environment focused on building employees up as professionals. Regardless of how warranted a criticism may be, an interviewer must never imply that the company's employees are not of value.
3. Avoid eating or drinking in front of any candidate. As a busy professional, it can be difficult to make time in the schedule to conduct interviews, but an interviewer should never treat an interview as a lunch break. The interview is a serious process of evaluation, and if a candidate is fighting to speak over the crinking of a wrapper on a turkey club, he will likely conclude that this is not a professional environment. In addition, chowing down in front of a potential hire sends the message that the company's time management skills are seriously lacking; if the only time someone can eat lunch is during an interview, it indicates a frantic pace most people choose to avoid.
4. Never comment about someone's appearance, even if it is a sincere compliment. It is so easy to make this slip during small-talk, but an interviewer should never notice anything unusual or remarkable about a candidate's appearance. According to executive business coaching company LeadershipGold4Women, an innocent, "Nice necklace," could easily be interpreted as a sarcastic reference to a candidate's Star of David pendant, indicating a non-inclusive culture. Job candidates are in a heightened sense of vulnerability in an interview, and it's best to simply focus on what is important: getting to know the candidate. Pleasantries are best exchanged after an offer letter is signed.
5. Do not make the company or position out to be more or less than it actually is. Sounds simple enough, but this is a common mistake many interviewers make in the hiring process. By espousing a culture they envision is possible, as opposed to what is literal, interviewers create an image of a company that is incongruous with reality. Upon hire, frustrated employees may feel tricked or betrayed, and find it difficult to maintain a future long term. Despite high hopes, it is always best to lead honestly instead of over-promising and under-delivering.
If you need help working through hiring, or are interested in learning more about executive business coaching, contact LeadershipGold4Women.
LeadershipGold4Women is a Dallas-based national company that provides customized executive business coaching for women. The company was founded on the principle that coaching is an honor not to be taken lightly, and that core value has poured the foundation for a corporate culture of empowering women as leaders. A portion of LG4W's proceeds are donated to nonprofit organizations that benefit women. For more information, contact:
Or visit http://www.leadershipgold4women.com.