Quite often, a job applicant’s first impression of your organization is formed during the hiring process.
There are hundreds of articles on the web about how applicants should present themselves to prospective employers. But perhaps we should take a minute to consider the inverse: as a business or hiring manager, what kind of impression are you making with job candidates?
Much like a first date, both parties should be respectful enough to show up with their A-game if they want the relationship to move forward.
Over the past few years, the job market has stabilized and good candidates are harder to find; with the best candidates receiving multiple job offers.
If the candidate is late for the interview, that sends a big message to you about their priorities. Likewise, if you are late or unprepared it leaves the candidate questioning how important this meeting is to you. This sets the tone for the rest of the interview. Don’t wing it, have their resume printed and a list of questions ready.
2. Dress appropriately
Going back to the dating analogy, how would you feel if you dressed up for the occasion but your date showed up in gym clothes? Businesses in general are more casual these days, but remember, you are the first impression…3.Eliminate Distractions
A background check is filled
with personal information. Reassure your candidate about electronic data
security and confidentiality of the information within your organization.
Like that first date, you may not fall in love with each other, but you WILL know by the end of it whether you want to see them again.
First impressions come from both sides. It’s not just the candidate’s role to convince you they are right for the position. In today’s competitive job market, business owners and hiring managers should remember that they also need to sell the applicant on why they should choose to work there.
Don’t just rely on your “gut feeling.” The more you know about the candidate, the better you will be able to assess if he/she is a fit for the position and for your company. Talent acquisition is a struggle in nearly every industry, so make sure that you’re not cheating yourself out of any of the available information before extending an offer.
It’s important to point out that better hires often means less turnover. We know that turnover is typically the number one cost to employers. Save yourself from investing in the wrong employee for the job.Aside from turnover costs, as was stated in a previous blog post Who Is Stealing From You , we know that upwards of $50 billion annually in cash and inventory is stolen by employees. Does your job candidate have a history of taking extra "perks" from previous employers?