…the ‘other side of the crazy coin’

Last week I wrote about some of the crazy instances of what people do from both the candidate as well as the hiring authority situations. There are lots of folks that also do it right:

  • The candidate who presented a 30 – 60 – 90 day plan of what he would do in the first three months of the job if he got it.
  • The candidate that had called the competitors, dealers and customers of the company he was interviewing with. He also called previous employees as well as some present employees.  He had taken excellent notes and offered a “report” to the hiring authority. (The hiring authority said it was so well done that he sent it two levels up in his company.)
  • The candidate who sold his features, advantages and benefits so clearly that the hiring authority said it was the best presentation that he had ever seen.
  • The candidate who ended the interview by asking the employer, “Have I made it clear about my experience and abilities… Do you have any questions that I might need to clarify? How do I stack up with the other candidates you’ve interviewed?…and ..What do I need to do to get the job?” (he got hired!)
  • The candidate who was persistent enough with the hiring authority that, even though he was told that he came in third in the initial interviewing process, kept calling the hiring authority, sending him emails as to why he was the best candidate they could hire. The hiring authority got tired of the first two candidates putting him off and not being enthusiastic about the job, picked up the phone and simply hired the candidate who wanted it most.

And a few hiring authorities who also do it right:

  • The hiring authority who interviewed for candidates on Monday, had two candidates back on Wednesday to go through a number of interviews in the company and hired one on Friday.
  • The hiring company whose managers who did the interviewing (all four of them) asked the same questions of all of the candidates (all four of them) making it very easy for all of them to compare the quality of the candidates and have a clear system of hiring and everyone knew.
  • The vice president who called every candidate back, exactly as she said she would. She gave them excellent feedback on how they interviewed and, for the ones she was not going to pursue, let them down gracefully. She kept the door open for two of the candidates on down the line.
  • The hiring authority who admitted that he wasn’t exactly sure what he was looking for and admitted it. He simply asked us to send him the five best candidates we had and he will interview them, relying on our judgment, since we see so many candidates and have a better comparison than most any hiring authority.

People might be crazy, but sometimes they overcome their own craziness and manage their business competently.

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