For Managers Only: Compassion for Jobseekers
January 22, 2008 by Darlene McDaniel
Filed under Careers
I was reading an article over at JibberJobber called, Showing Compassion To A Jobseeker. It got me thinking about how hiring managers can show compassion to jobseekers during the interview process. Here’s my list:
1. Give each candidate your full attention when you are interviewing. Turn off cell phones, forward calls and focus.
2. Be clear about the job expectations and qualifications.
3. Identify core competencies for your job opening. Know what you are looking for so that you don’t waste your time or the time of jobseekers.
4. Create an interview plan. Ask consistent questions between candidates so that you measure qualifications consistently between each candidate.
5. Ask good questions that tie into job expectations and qualifications. Stay away from “inappropriate” questions that have nothing to do with the job opening.
6. Do what you say you are going to do. If you tell the candidate you will follow-up within 3 days, do that. It will eliminate unnecessary anxiety. Especially if you will not be extending an offer.
7. Give feedback where appropriate. So many jobseekers invest a lot of time interviewing. Most have no idea why they are not getting the jobs. If you can give feedback that will assist, give feedback. Be honest!
There are many things that hiring managers can do to make the process easier for both themselves and the jobseeker. One of the things I hear often from jobseekers is why there are so many double standards. Hiring managers have their cell phones on, constant interruptions during the interview and most hiring managers won’t give feedback when asked. Those are just a few things. What else can hiring managers do to demonstrate compassion for jobseekers? Scroll down and give me your suggestions.
Good ideas, but I’ll simplify it further. When Im coaching managers on their hiring skills it tell them two things
1. Be professional
2. Don’t do/say/ask anything in an interview that you wouldn’t want to happen/hear/answer if you were the interviewee.
Thanks for visiting Miki! I like the ones you use. It’s sad that you would have to remind a professional to be professional, but I am sure it is needed.
The second, sounds like the golden rule with a twist. I not sure how many managers actually think about how they would feel if they were sitting in the chair, but it’s certainly a great reminder. Thanks for stopping by!
Great post!
When I was interviewing for one of my first legal jobs, I was petrified. I was uncomfortable in my suit and really desperate for a job.
Another interviewee (my now husband) was interviewing for the same job.
I was better qualified for this particular position. Nonetheless, the interviewer was distracted, asked me about my favorite movies and offered me a dollar less per hour than he offered my colleague. It was a horrible feeling.
Ever since, when I hire, I am sensitive to two things in particular:
1, interviewees, especially those new to the job field, are often uncomfortable and it’s part of my job to draw out their real self for purposes of the interview; and
2, interviewees may compare notes, so be aware of what you say, how you act and what you offer.
Hi Kelly! Thanks for stopping by and sharing your story. Your points are great too! I am truly hoping this post helps hiring managers.
Growth is a two way street. Not just job seekers, but hiring managers need to get it right. It truly matters how we treat one another!