This is a short three part series on job interviews. It has been inspired by a few different people and from my own personal experience.
It’s a new world for jobs.
Candidates are different.
Jobs are different.
But, Interviews STILL need a modicum of sanity. This is not a detailed study. Rather it is a perspective. I would hope People Operations (nee HR) professionals would consider these points as they go about their busy days of finding and scheduling candidates for interviews.
There are a few common options for interviews:
Not to mention some of the more esoteric elements of the interview process.
Non-Scientific Recommendations for Timing
These times are focused on what the interviewer expects to get out of the interviewee. There are a myriad of factors that can change these times. Some of the more obvious examples include coordinating around everyone’s work schedules, avoiding traffic,
No earlier than 6am
No later than 6pm
These could go to say 10 pm
Depending upon the business model – never before 8am
Ideally, start the last one by 5pm.
Should You Dress to Impress?
The simple answer is … Yes! You should put your best foot and face forward.
Of course, some people will dress for what the interviewee can see. I personally don’t have a problem with that, but it’s something to keep in mind when planning for an interview. For both the interviewer and the interviewee.
Connected Posts (Links will be added)
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--- Bottom Line ---
For HR Professionals … schedule interviews when they make sense for your business. But, keep in mind the interviewee and their challenges too. Yes, the interviewee wants to impress. They will agree to a lot of odd things that don’t always make for a great first impression.
For the Interviewees … consider the HR persons request and be confident in yourself to push back. If you know you’ll have to rush or do things that may not allow you to show off your best skills … push back.
For Both … The reason I use Laszlo Bock’s term of "People Operations" is because the term Human Resources (HR) is outdated and not indicative of the work they are doing. Or, should be doing.
People hire people. That will be changing more over the coming decade, but today people are hiring people. Scheduling interview times that work best for people is the right thing to do.
What do you think?
Jeff is business advisor, mentor and community engagement expert. He has spent most of his career in the Enterprise Content Management industry. He brings over 20 years of Channel Sales, Partner Marketing and Alliance expertise to audiences around the world in speaking engagements and via his writing. He has worked for Microsoft, Kodak, and K2.
Connect with me on Twitter @jshuey