Fit

Don’t Do This On Your Next Interview

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CareerBuilder.com recently polled human resources pros and hiring managers to compile their annual list of interview quirks and missteps committed by candidates in the past year. Here are this year’s “winners” in which a candidate:

Called his wife to ask her if the starting salary was enough before continuing the interview.

Brought childhood toys to the interview.

Said her hair was perfect when asked why she should become part of the team.

Bragged about being in the local newspaper for alleged theft.

Ate a pizza he brought with him.

Ate crumbs off the table.

Asked where the nearest bar was located.

Invited the interviewer to dinner afterwards.

Stated that if the interviewer wanted to get to heaven, she should hire him.

Asked the interviewer why her aura didn’t like her.

Hard to believe, huh? Well, everyone who interviews a lot of people has similar stories. Some even more ridiculous than these.

PEOPLE, WHAT ARE YOU THINKING?

Last week I received feedback on a candidate who was clearly qualified for the position but proceeded to spend the majority of the time talking about what the next opportunity in the company might be. Needless to say, the hiring manager who had an immediate need was not impressed. Chalk up another one for millennial entitlement and self-absorption.

We can and do prepare candidates for interviews. It’s in our interest to do so after we determine a candidate has the experience and skill set for a position and we judge them to be a good cultural fit.

However, sometimes there’s just no accounting for stupidity.

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How Does Your Organization Fit This Dichotomy?

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This visual may be slightly exaggerated but it’s worth considering if your concerned about attracting high-quality human capital to your organization in the future.

In our recruiting space – marketing communications – we’ve learned that it’s not too difficult to figure out whether someone has the skill set and experience to do a particular job. The tricky part is figuring out whether there’s a good “fit”. And fit has to go both ways. Typically you look at a candidate and evaluate whether or not they will be good for your team but, it’s just as important to determine if your team is good for the candidate. If there’s not a two-way fit you run the risk of hiring a very short term employee.

The reality of today’s talent marketplace is a lesson from Economics 101: there is more demand for good people than there is supply. Competition for the best people is intense and if you don’t play the recruiting game well, you and your organization will be left behind.

So how do you think your organization fits into this dichotomy?