Recently, I spoke with a hiring manager. He wanted to make sure a person he thought was overqualified for a position stayed in the job for two years. (!!) He was asking candidates to commit to his job for two years in the interview process. If an organization can commit to a candidate for two […]
I’m teaching PSL this week with Esther and Jerry. I met one of the participants for the first time yesterday morning, and he thanked me for writing the Hiring the Best Knowledge Workers book. I thanked him, and asked what he liked the best. He said that the advice about thinking about the attractors for
Now that it’s a hiring manager’s market, I’m hearing that a number of interviewees are hearing questions such as “Why do you want this job?” or “Why Should I Hire You?” Hiring managers: that’s a shorthand question. You know what it means, but your candidate may not. You’re looking for ways to know if this
I’ve been talking with a few hiring managers and a few senior candidates. The hiring managers are afraid to look at some senior people because they’re concerned the senior people will want salaries that are higher than the companies want to pay. The senior people are concerned that they can’t get interviews because the hiring
I realized today I hadn’t completed the Making Jobs Attractive series, so here’s the final installment. Even a candidate who’s accepted an offer is not an employee. That person is still a candidate, until he or she arrives at work that first day and signs all the paperwork. So make sure you stay in touch
So you’ve interviewed a candidate you like. The interview went well. You’re checking references, and thinking of making an offer. This time is a perfect opportunity to market the job.You haven’t finished selling during the interview until you’ve extended an offer and the candidate has accepted the offer. With any luck, you learned what the
I don’t normally market a job or “sell” a candidate during an interview. I have found that by asking great interview questions, and having everyone on the interviewing team ask great interview questions, I don’t need to sell. One of my clients is convinced that they need to sell during the interview. If you too,
So you’ve got a job description that offers an opportunity, not a job. You’ve come to terms with how you see the value of the job. Now it’s time to start looking for people–candidates–to help fill that job. One way to make a job highly attractive is if you, the hiring manager, actively participate in
Part of making a job attractive is to market it well. But you can’t market it if you don’t respect it. So the first part in marketing is to come to terms with how you feel about the job. Are you hiring someone to do something you consider “grunt” work? That’s a hard job to
The first step in making a job attractive is to create a job that’s an opportunity for someone, not just a job (Adler). An opportunity allows people to grow in some dimension, not just do the same-old, same-old. That means you need to develop a hiring strategy, and do a job analysis so you can