If you’ve got a great candidate in front of you, a natural impulse is to go to great lengths to impress them. You want them to know how wonderful your company is and you find yourself going on and on about this feature and that benefit.
Especially if your applicant has other job options, you want to do everything you can to “close the deal.” Unfortunately, this can move into “oversell.”
There is a certain ebb and flow to the hiring process. You are selling the business to the prospective employee and she is selling herself to you. If that equation gets too one-sided, and you are spending most of the time doing the selling, then two things can happen:
1) The applicant may feel she has all of the leverage and
2) The applicant will be making less and less of a pitch to be hired.
Okay, let’s call a spade a spade. In certain situations, your applicant may very well have all of the leverage, but you can still try to put things on a more even footing.
You still want this candidate to convince you she’s the right person for the job.
How do you do this?
Well, for starters, stop selling your company for awhile and turn the tables. Start asking your applicant questions that elicit key information about his qualifications. Many of the earlier Hiring Tips provide questions you can and should ask.
If you keep the selling of your business to a minimum and continue to focus on ensuring you have a qualified applicant, your applicant is likely to have more respect for you and your company.
And that is a much stronger position to be in with every applicant.
To see how our employee test can help you bring better people on board watch this three minute video.
If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.