Be Honest About the Process



As a candidate, are you really the best fit for this position?

Maybe your motivation is to move away from you current gig. Maybe you feel that a particular role with a particular organization “speaks” to you.

Either way we encourage you to take the “thirty thousand foot view” and be honest with yourself...are you the best fit for this position? Do you know the ins and outs of the day-to-day? Have you asked the right questions during your phone and face-to-face interviews? Are you commuting too far? Is working from home the best way to achieve the desired results? Do you have a good feel of the company culture? Is the mission of the company in line with your values and interests? Does your boss expect you to hit the ground running in a way that is reasonable and attainable? Is there proper training in place for the items with which you are unfamiliar? Are your growth goals clearly defined? Did you get an agreed-upon 90-day review in writing? Does this position put you in a better place in 3 months, 6 months…2 years down the road?

The key to being honest about your next opportunity is to get some perspective. This can come from both the inside and the outside. Write down a list of the questions that you are struggling the most to answer and force yourself to answer these questions, in writing. The only wrong answers are those that sound good or right but are not congruent with what's in your heart.

Outside perspectives can come from your partner, a mentor, or a trusted colleague. Walk through the whys behind your motivation to consider the role and the questions that you have been struggling to answer. Recognize that you should be clear about your expectations regarding feedback. If you want a critical assessment of the situation, say so. Information is power and the more you have, the less likely you will be to make the wrong move.

As an employer, are you asking too much of this candidate?

You feel like you’ve found your ideal candidate. This person interviewed well, tested even better, and hasn’t made a single mistake during the hiring process.

That being said, are you certain this is the right person for the job? Is the role you are asking this person to fill clearly defined? Have you completed extensive reference checks? Have you discussed all aspects of compensation related to the position? If you are working with recruiters, what is their general impression of the candidate? Have you spent time with this potential employee outside of a professional environment? What does your gut tell you about this hire?

The questions are endless and yes, eventually you do have to make a decision to either hire or not hire this person. However, always make sure your efforts have been thorough and no stone has been left unturned when it comes to recruiting. Take some time to discuss this person with your team and possibly even people outside of the company. You want the best employee, the best contributor, and you want them to remain with your organization.

Be honest with your process and your process with be honest with you.

Written byRob Scherer, Senior Search Consultant at Hunter Crown, LLC

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