I’m going to love this tip and I haven’t even written it yet!
For the most part, we’ve got two sides of the hiring equation, right? We’ve got the employer and we’ve got the person wanting to be employed.
There may be a middle man, e.g. a hiring agency, but at some point in time, you are going to be interviewing someone before you make any kind of long term hiring decision.
Back in the day — let’s say before the 80s or 90s — when you applied for a job, you were essentially told what the job was, what it paid, the hours, some idea of what was expected and, if that worked for you, then you were included for consideration.
Unless you were someone very special, you did not make demands or issue ultimatums to your prospective employer. If and when you did get hired, you were given a place to work, assigned tasks, maybe some training and off you went to carry out your duties.
After getting hired, you did not wait a week or two and then tell your employer that you need X, Y and Z so that you can perform to your full potential. AND that, if you didn’t get X, Y and Z, you might have to shop your talents elsewhere.
Back in the day, that just didn’t happen.
Now I realize I’m painting somewhat of a black and white picture here, but I’m doing it to make a point.
Let’s fast forward to present time.
The scenario I just presented is certainly not occurring wholesale in today’s hiring world, but some parts of this scenario are happening. And we can debate how much the balance of power has shifted in the hiring process and whether that’s good for business or not. But that’s not the purpose of this tip. This tip has a simple focus. We just want to find out from the applicant:
“As an employer, what do we owe you?”
When you ask this question, as we recommend with all questions in the hiring interview, pay close attention to how comfortable the applicant is in answering it. If he’s very comfortable, then it’s likely you’re getting a candid answer. If not, well, possibly not so candid.
Once your applicant has answered the question and you’ve written down what he said, it can’t hurt to ask it again:
“What else do we owe you?”
Now, I’m not recommending that you ask these questions — or any questions for that matter — with even a hint of a confrontational attitude. We just want to know what they feel the company owes them.
Their answers may fit 100% with what you’d like to provide every employee. That’s good to know.
And their answers may surprise or even shock you. That’s also good to know.
Either way, you’re likely to gain an insight into what it will be like having this person as part of your team.
We can help you hire better staff. Watch our three minute video.