This topic seems like it should be unnecessary and yet it is. The Golden Rule applies in so many areas of life and the interview process is no exception. As sales leaders, we need to recognize that while we are searching for our next top performer everyone we are interviewing is searching for their next home. A career move is a very important decision and sets a candidate on a path into a new future. As sales leaders we need to respect this and take a few extra steps to create a positive interview experience.
Right now, you may have more candidates available than you’ve had in the past. This, unfortunately, can cause ettiquette to slip. In this market, you never know when you may be on the interviewing end instead! How would you want to be treated?
How can you apply the Golden Rule to your interview process?
1. Be open and honest with candidates during the interview. Tell them any concerns you have about their interview, experience and ability to do the job. Give them an opportunity to agree or share information that will help you make the best decision possible.
2. Keep them posted about next steps, the timing of those next steps and especially if there aren’t going to be any next steps. Candidates are often wondering how they did in the interview and, possibly, waiting by the phone. As soon as you know, let them know so they can plan for the next steps or move on. It amazes me how often strong candidates, after a face-to-face interview, never hear from the interviewer again.
3. If you pass on a candidate tell them why. Wise candidates will take the information and use it to their advantage.
4. Discuss money, travel, duties early. Why waste everyone’s time if any of these are way off.
5. When passing on a candidate after a face-to-face interview, tell them personally. An e-mail is not good enough. Pick up the phone and deliver the news. You both invested time to meet and it is respectful to share this information in a conversation.
6. Don’t use form letters or if you do, don’t try to write them as if they aren’t form letters. “After careful consideration, blah, blah, blah…“. Everyone knows that a company’s resume software weeded out certain resumes that didn’t have certain keywords, etc, etc. Be honest if you must use form letters and say “Our system did not detect that you have the right experience...”. The form letter that tries to come off as personal is insulting and disrespectful.
7. Give candidates an opportunity to fully assess the position. If you want to move forward, give them the chance to interview and meet the team and others they may be working with or for. This is an important decision for them, also. You know who they should meet to get the best possible information to help them make the best decision – provide access.
Most sales leaders take the time to treat candidates as they would also want to be treated. For those who have slipped in this area, I hope this is a good reminder. Please feel free to add to the list from your own experience as an interviewer or interviewee.
Bonus article: Interview Like a Trusted Advisor by Charles Green.
As promised, we’ll be posting career opportunities in this blog.
Myrick Recruiting Current Career Opportunities:
- VP of Sales for Mfg Co in N.J. Exp in whole & retail dist for bldg supplies req. pmyrick@myrickrecruiting.com. Thx!
- Proj Sales Rep for Mech Eng firm in Houston. Energy saving proj exp req. Send to pmyrick@myrickrecruiting.com
