4 Ways to Impress Your Job Applicant

  • By Mark Ridgeway
  • 10 Jul, 2017
Job applicants and first impressions

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.

So how do you get these employees to choose you over your competition?

1. Be on time, and prepared

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
Ever gone to lunch with someone that is on their cell phone the whole time? It makes you feel like you aren’t a priority to them, doesn’t it? Someone told me recently that they were being interviewed for a senior level position at a bank. The hiring manager stopped the interview three times to respond to text messages and they were interrupted two more times with co-workers knocking on the door. Needless to say, she was very underwhelmed with the company and went to work elsewhere.

4. Communicate
The hiring process may be part of your everyday routine, but it’s not for the candidate. Make sure you explain what is next in the process and give them a timeline.

And if you are running a background check, don’t assume candidates know how this works. Explain the process, the role of technology, what they will need to do, how they will be kept informed and how to get their questions answered.


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.

The CHC Blog

By Mark Ridgeway 13 Oct, 2017
As of April 2017, there are 29 states that allow marijuana use for medical purposes. There is considerable variation in medical cannabis laws from state to state, including how it is produced and distributed, how it can be consumed and what medical conditions it can be used for.

At the federal level, cannabis is still a prohibited substance. However in 2014, the Rohrabacher–Farr amendment  was signed into law, prohibiting the Justice Department from spending funds to interfere with the implementation of state medical cannabis laws.

The following excerpt from a   Society for Human Resource Management  article gives a general overview of how medical marijuana impacts employers and the issues that need to be considered if you are in one of the 29 states:
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