Tool Box
Issue No. 26 - December/January 2005/06
Guerilla interviews are for gorillas
by John Doughty
Have you ever found the perfect job candidate, only to have them turn down the offer? As the worker shortage worsens, this is likely to happen more often. People will be able to choose from a range of offers.
In the past, employers could “put people through their paces,” knowing that applicants would be anxious for a job.
Now, interviewees are evaluating the employer just as closely as the employer assesses the candidates.
There’s plenty of advice for job applicants on how to make the right impression – dress well, smile, sound confident, etc. But what sort of impression does your company make on potential employees?
When people inquire about a job, do they speak to someone who sounds friendly and interested in the candidate, or someone who sounds as though the call is an unwelcome interruption?
Using a recruitment agent helps to control your firm’s image, as they handle the masses of inquiries and you only have to deal with short-listed applicants.
On receiving job applications, acknowledge receipt immediately.
Many applications are submitted by email, and it doesn’t take long to hit the Reply button. A delay in responding, or not responding at all, gives a very poor impression and is likely to generate negative word of mouth.
If an application is submitted to you by a recruitment agent, respond promptly to the agent, either to request an interview or that the applicant is not what you are looking for. The agent is talking to the applicant on your behalf. Don’t leave the agent to try to explain and apologise for your lack of response.
At the interview, focus on getting to know the candidate.
Employers sometimes set “challenges” to find out what candidates are “made of.” But “guerilla” interview tactics can backfire badly.
One woman told me of an unpleasant interview experience where she was challenged relentlessly. The interviewers ...
