Plum’s Post

To get the best from an interview, you've got to get people switched on, or make them feel more connected. A bit like a buzz from the first time you watch a mega film, or listen to a class tune. You know it's right, because when you walk out, you want to tell everyone about it. Great ones are the best adrenaline rush going, and to ensure this happens, and I've said this a zillion times, stick the right person in the hiring seat. It hasn't been the funkiest of starts to the year, but over the past couple of weeks, we've had clients move dam quick to secure people (which does take me back). Each time, they've avoided stereotypical, mundane & repetitive questions, and have just being honest & open about what's on offer, and the vibe running through the company, warts & all. They've also got the senses of people up & engaged. Clearly it takes two to get it right, and sometimes, this can be a mix of luck & judgement, but these things can be achieved. Hiring can be as hard as you want to make it, but if you put the right people in sync, I've yet to see that scenario go south. Check out our latest SAM role, too; the above describes them extremely well, and not only that, salary & benefits are as good as Cheesecake :)

It's a terrific opportunity to interview... At this time of year, thoughts turn to the holiday season as well as planning for the year ahead. Key hiring authorities tend to be more available. (whether in the office or "hybriding" it) Conducting interviews during this period can be more relaxed and comprehensive ---with fewer distractions and commitments. Beginning in early January, everyone will be searching for that high-impact team player --- If it's important to you, I suggest making an effort to get a head-start on what is shaping up to be a highly competitive year ahead. Happy Holidays!! #hiringprocess #businessdevelopment #oemsuppliers

My team is growing, and I recently hired six people in four months, meaning dozens of interviews, tight decision-making deadlines, and six very, very difficult choices. Here’s what I learned: There is no such thing as a soulmate. Not when it comes to a job, anyway. There is no one right person for any role. In fact, there are many, many right people for every open role. I could have selected any number of applicants to join my team and they would have done an outstanding job. The people I talked to were qualified, smart, articulate, and passionate. They would have brought unique experiences and strengths to the table, and each would have left unique gaps unfilled as well. To all of those out there searching for your next opportunity and facing a sea of “nos” before you get to the “yes,” know that it’s not you. If you didn’t get the offer (mine or someone else’s), it’s probably not because they didn’t like you, or you weren’t qualified, or you bombed the interview. It’s not you. Making a decision comes down to details that you can't possibly be expected to predict. It's prioritizing one specific skill over another, one small mention of an interesting project over another mention of an impressive achievement, one candidate’s infectious passion over another candidate’s shared values. It is such a nuanced decision that you couldn’t possibly have done anything other than be yourself and share your story and connect with us as humans and professionals – which is exactly what you did. If I interviewed you and you weren’t offered the role, please stay in touch anyway. I would love to offer up my network if it helps. Keep showing up as yourself. I’m excited to see where you land next. I know they’ll be lucky to have you, because I know we would have been, too.

It's tough to decide when to be picky about a job when the market is competitive and your bank account is dwindling but you're getting orange or red flags. Honestly, really tough. But if you find your gut telling you to move on from an interview process before even knowing if they'll make you an offer, feel free to use my template below. (In this case, I was 6 video interviews + 1 take-home assignment in with no word in the last 9 days after the bonus 2nd "final" interview.) Here's to our dignity, when we can afford to prioritize it! You never know when this kind of feedback will make things better for the next candidate or encourage a recruiting team to tighten up their processes, especially when so many stellar recruiters are unemployed right now and would love to step in and do the job better. Hi NAME, I wanted to reach out and let you know that I'm going to pursue other interview opportunities at this time. You may still be making your decision regarding this position, but to be open, the [swap in your own reasons here, e.g. lack of values alignment or a poor experience with an interviewer] [mine: length of the interview process and gaps in replies between steps] have been a deterrent for me. [HR or recruiting specific] I realize you're hiring a JOB TITLE to work on these things so the processes aren't fully set yet, but transparently, it hasn't been a positive enough experience to keep COMPANY at the top of my list. Wishing you all the best in making your decision and filling the role. [and if you mean it, which I did in this case: I'm going to keep an eye on COMPANY because I appreciate what you're working on and hope to see continued success!] Thanks, Katie [but your own name, you know]

It's Friday... “Hope This Helps” (#9): It’s tough to say “no” For those that are in transition or in career search mode, take all potential offers into consideration… that certainly includes the compensation package, but sometimes more importantly the experience. Was the interview process 3 interviews in one day, and an offer that evening? Do you know your potential future boss well enough to feel good about the long-term? It’s tough, especially when you’re in transition, to say “no”… but take the time to reflect. Reach out to your colleagues for thoughts and opinions. Don’t go into your decision alone. Be creative.  

When interviewing people for jobs, Alison Green always amazed by how many of them tell me they don’t have any questions for her. "It makes me wonder how critically they’re thinking about whether this is a job they really want, let alone one they’ll thrive in. After all, you’re contemplating spending 40-plus hours a week in this role … surely there’s something you’d like to know?" Here are ten strong questions that will get you useful insights into whether the job is right for you. https://lnkd.in/eWfBC5i

Do not accept a job offer without asking these pertinent questions It doesn't matter how big the salary is. You hate going to work if your manager is not invested in making sure you matter and your work matters. During the interview, ask the following questions: 📍How are you intentional about connecting with your team members so that you can appreciate who they are and their unique gifts. 📍Can you describe a time when feedback from your team led to company wide change. 📍Can you explain in detail how promotions and raises are determined by your company. The idea is to find a job that values you and your unique gifts. Let me know if this was helpful in the comment section below. Have a rewarding week ahead.

A gal reached out to me recently to share that she had gone through EIGHT rounds of interviews. When she learned there were still more to come, she bowed out. The process was taking forever and she was having to navigate it around her current (very demanding) job. It seemed to her that this team wasn't capable of making a decision. In the end, it left her wondering if this was the kind of company that she'd even want to work for? How would that type of inefficiency translate to areas that would impact her day-to-day job? Employers: Have a few conversations and do your due diligence but for the love of God... MAKE A DECISION. Remember, job seeker experience = customer experience. No one is perfect, and you won't get it right every single time. But if it takes you 8 rounds of interviews, discussions, assessments, stretched out over 3 months to make a decision on a new hire, what does that say to the new prospective employee? Remember that the interview/hiring process is this person's first taste of your company. Make it good one. You want them to have a positive experience so that they're not only excited about how great the company is, but how seriously it takes customer experience. Why? You want them to "drink the Kool-Aid" and tell everyone how great the company is and refer their friends - both to use your services AND come work for you. Please keep sharing your horror stories. It's wild to hear what's going on out there! #hiringhorrorstories #jobsearch #recruiterlife #cpcu #cic #insurance #commonsenseprevails #insurancecareer

You know how some lessons are never learned? In my early twenties I interviewed for a job I REALLY wanted. There were two open positions. During the second interview I was asked what I thought about two other women who were interviewing, and it was evident from our CVs that we knew each other. I understood that these two were getting the job, and I cancelled the third interview (which was a full day of group dynamics and stuff I really never had patience for). Months later I met someone who works at that organization, and I had to ask her who got it. She told me names of the two women, and added "You know, you were a top candidate, I understood they even asked you if you like these two to help decide which one of them would work with you the best. How come you cancelled your interview?" Lesson learned, you think? Fast forward to last week, I'm in a pretty fancy office on the 23rd floor, dribking cappuccino and looking at the ocean, the real estate consultant in front of me says "I've been looking to invest in what you do", and I say- without stopping for a second - "great, let me refer you to some of my competitors". I know, I know. But here's a possible alternative lesson to "stop failing yourself". How about "Recognize your weaknesses and find a career path that you can do with them and not despite them", or "you clearly shouldn't be in charge of sales or branding in your business, you do what you're good at and outsource the rest".

"I spoke with a candidate for an hour, thought they were great, and extended an offer," doesn't quite hold the weight you might think it does. Personally, the idea of committing to a job after just an hour-long conversation doesn't do it for me, and I'm pretty confident in saying most people would agree with that. I've been in many situations where candidates have undergone a three-stage interview process, been offered a position, and then asked for another meeting with the manager before committing. Similarly, managers find themselves in the same boat, torn between two good candidates, resulting in them seeking further clarification before extending an offer. The hiring process is not a minor task. I've never met a manager who says, "Let's just hire someone and see how it goes." Each hire carries risk, and a poor hire can translate to wasted time, money, resources, and a negative impact on team dynamics and culture. Should an interview process drag on with seven stages involving twelve team members? No, that's excessive. Is a balanced approach of three interviews involving the manager/director and a couple of team members or cross-functional partners reasonable? Absolutely, it's the way to go.