SWEAT THE SMALL STUFF

It occurred to me last week, as I was discussing an offer with a candidate, just how important the small things can be to people

People, as in the sense that those making the offer as well as those receiving it, can be suprisingly influenced by details which some may consider completely insignificant.

What one person may not notice can be a glaring insult to another. We are not all experts in psychology and interpersonal relations, although we'd like to think we are, so this note is a reminder that we definitely need to 'sweat the small stuff', when it comes to the interview process. This 'small stuff' when it is ignored can become quite aggravating to others sometimes causing a company to choose one person over the other and the same for the way a person choosing between companies.

I list a couple of funny examples below that I've remembered over the years.  If you can think of other things that come up on your number one list of annoying oversights, please feel free to send me an e-mail and I will add your thoughts...

Always reread offers before they go out!  One amusing, but potentially embarrassing gaffe, my client company sent an offer to me before sending it out (thankfully) to the candidate. I read it all the way through (thankfully, again) and noticed a completely different name at the bottom! It was the wrong gender as well. Apparently they took an offer they had made a few months earlier, changed the name (at the top), changed the other details and Presto, a new offer....not! That last sentence said 'We are really looking forward, Janet (name changed), to having you join our team'.... Yikes. Good thing it was caught before going out.

Here's another potential problem. What you wear to an interview or what you are wearing when someone comes in to interview. I, personally, made the mistake of not wearing a suit while I met with a venture group for a potential search and they chose to use a different search firm. My contact informed me that they thought my earrings were too big and I had dressed like a hippy (a hippy?? Moi?, chic yes.. whadda they know...) But I'll never do that again. Always wear a suit. Even if it you feel overdressed (watch the movie 'My Cousin Vinnie').

I also once sent a candidate in for a job interview and he wore a button down shirt with jeans and cowboy boots. While that doesn't bother me at all the CEO was offended and decided that my candidate was not worth pursuing.  In her estimation this was a sign that the candidate was not taking this interview seriously.

A few years ago I set up an interview for my candidate who was qualified and interested in a CSO position. We agreed that he would meet the CEO at Logan airport at the Admiral's Club. My candidate showed up a few minutes late shook hands with the CEO and, sitting down, asked  "Can we make this quick I had to leave my car in temporary parking."!! OK so he wasn't thinking very clearly... airports can do that to you. But..., he did not get the offer. Surprise!!

Here's another one. After a full day of interviews this candidate had performed very well. She was leading the pack. Everyone was excited about her. But, then it happened. At dinner, they were enjoying a little more casual conversation and ... she did it. She made the fatal mistake. She said, "Do you guys mind if I head up to my room now, ER is coming on in 5 minutes and I hate to miss it." Silence, nervous laughter and ... no she didn't get the offer (don't ever let yourself get too relaxed!). While on an interview, you're always ON.

If you are a company calling a candidate, or a candidate taking a call please remember their time is as important as yours and it does not leave a favorable impression if you put them on hold several times, while in the middle of discussions or if you call them 10-15 minutes late. We all understand important things come up but you are communicating to that Company/Candidate that something else is more important than they are.

Again, I await with bated breath (what is bated breath?) your own amusing thoughts and comments!

Preparing for a Telephone Screen

You have made the decision to look for a new position or to explore one that has been presented to you. You have worked hard on your CV or resume. We have helped you make sure that the paper version of yourself highlights your abilities and accomplishments in the best possible light for the given company and opportunity. We have located a position that is interesting to you and now the company is interested in you and excited to meet you.

Now it is time for the two of you to talk.

The telephone screening represents a vast majority of the initial interactions between candidate and company. It is a convenient and efficient way to gauge mutual interest. These conversations mainly probe the philosophical compatibility between the hiring manager/company and the candidate. They can take anywhere from twenty minutes to as long as two hours. The only prerequisites are a clear slot of time and a private place to speak openly.

Remember, the overall goal for a telephone screen is for the company to extend an offer. It is important to keep this goal in mind through each step of the process. While the short term goal is to generate enough excitement to make a face to face interview an essential and logical next step.

In preparation the hiring manager will have already spoken to us about all of the candidates they are considering. We will have helped them narrow down their choices in reflection of their overall business strategy and immediate needs. They have now selected only a few candidates with whom to speak. Of this handful, even fewer will be chosen for a face to face interview.

You were initially introduced to the company through the skills as represented on your CV at this point we present what is not seen on the printed page.

For instance: “Mary is warm and inviting when you speak with her” or “Tom is all business. He’s sharp and focused on the task at hand.” or “Jim’s manager has told me that if he had the chance Jim would be the first person he would hire.” These intangibles predispose the manager toward who you are and will give them vision into some key motivators as to why you are interested in the position.

Wisdom is better than folly when it comes to reference checking

Being wise is an extremely underrated tool in your personal kit! It means thinking things through before acting and the greatest example of this is reference checking. This means that BEFORE you send your references to a company you must send them to us. Especially if it has been some time since you have spoken with or had any interaction with the person you would be offering as your spokesperson.

There have been many times that I have called a reference for my candidate only to find that this particular person had nothing much to say about my candidate either good or bad. While this may not sound terrible it is awkward at best and deadly at worst.

If it becomes apparent that the candidate has not taken the time to follow up and be careful about who they have chosen then this raises a concern about how they conduct themselves as managers or contributors.

Thankfully, there have been few instances where the reference is downright negative. But it has happened. This is the worst case scenario... to be avoided at any cost.

Many times this issue is very difficult to address during a conversation. When you ask someone to act as a reference for you there is some discomfort in asking the second question which is "Are you comfortable giving me a good reference?".  What you may be able to ask is this "Please be honest with me and let me know if you are comfortable acting as my reference as it is extremely important for me to know."

You may still not feel comfortable asking this and if you do ask you may still not get a clear answer. The best way to approach this is intuitively. Reflect back on your relationship together and how this person has reviewed or treated you. Do not choose the biggest name in the industry who may have only passing comments about you, instead choose the person who knows you the best and will be over the top enthusiastic about your abilities.

The number one reason why we, personally, like to check all references prior to sending them to my client company is because of pure, innocent ignorance.

Many people are not aware of how their words may sound. We at Steele Executive Search are highly tuned to the inflections and tones of comments and lack therein. Many people have been surprised by hearing their response repeated back to them and being asked "Is this what you meant?". Most often they were not aware that their words actually came across as negative and potentially damaging.  We have been able to help people say the same thing in ways that are not controversial and that communicate the actual intent of their thoughts.

I'll wrap up by saying that being wise with your references is as important as any other aspect of a job search. Take it seriously and remember...

No one will value your life and your career as much as you.