Fantasy Interviewing Camp: How to Make Candidate Selection a Major-League Process
By Paul Feeney Managing Director, Sanford Rose Associates - Wayne | October 2008
Travel with us instead to Fantasy Interviewing Camp, where Major League players make the hard-to-master process of candidate attraction and selection look easy.
Note that we said "attraction" as well as "selection," because interviewing is a two-way street. It's great that you have chosen Mary as better qualified than Joe, but what if she has not chosen you?
Oh, yes: And leave your baggage behind. If your organization is like most others around the world, interviewing is a hit-or-miss process, with more misses than hits. Let's take a fresh look.
Who is the star of the show?
At Fantasy Interviewing Camp, the candidate is king. That's because only one of two things can happen: The person will be offered the job, or the person will not be offered the job. If the former, one wants the individual to say "yes." If the latter, one hopes that he or she will have a positive experience nonetheless. People typically tell 8 to 10 acquaintances about good experiences - but three times that number about a bad experience. Why annoy anyone who is in a position to recommend your organization to others?
Kingly treatment, of course, doesn't happen by accident; it requires careful planning.