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Stop Making Job Offers. Opt For This Type Of Hiring Conversation Instead
Most companies interview as if they’re buying a car.
They think they know what they want and grill the salesperson on all the details. So, in the beginning, the interview process is very one-sided.
The company is the one choosing, while the candidate is the one selling.
This is how the job interview process goes until the hiring manager makes a job offer, which nearly every company does.
Once a company makes a job offer, the roles flip.
The job candidate moves from a selling mindset into a buying mindset. And if most buyers are like my mom, they get an immediate feeling of buyer’s remorse.
When job candidates sit in the buyer’s chair, they second-guess their decision, negotiate salary, and become more reluctant.
But before you you do anything, you must get clear on these things.
Most interviewers ask questions, trying to extract as much information as possible to verify if the candidate will be the best fit for the role.
But what they fail do is to remind the candidate that the candidate is interviewing them and the company as well. It’s important to reiterate that the hiring decision is a win/win relationship.
Beyond that, the interviewer must get clear on these four things:
Clarify the possible shitty or undesirable parts of the role after the initial interview. It’s important to get it out in the open. No surprises.
Clarify the money before the final selection interview. There should be no questions about pay or benefits.
Clarify the date you anticipate them to start and remember, most respectable people will always give a two-week or more notice to their current employer.
Clarify who else in their sphere of influential people will help them decide and how they feel about the job opportunity.
Getting clear on these things is an essential step before you ever make a hiring decision.
