Have you asked an applicant a question and the answer seemed pretty clear, but not 100% clear?
Here’s an example:
“Michael, where do you see yourself with our company in 12 months?”
“Well, for the most part, I see myself doing great work and ideally moving into more responsible positions.”
Okay, good answer, right?
Well, maybe so, but there could be more to it. Consider asking this follow up:
“Thanks, Michael. Could you tell me what you mean by ‘for the most part’?”
“Oh, well, I meant that I hoped I’d be around for at least 12 months.”
And you may want to clarify that answer with:
“When you say ‘you hoped you’d be around for at least 12 months’ — what does that “hope” depend on? Something on our end? Or something on your end?”
Back to his original answer, you’ve simply detected some uncertainty. Maybe a little lack of determination with how he views his future with you.
We understand every applicant has the right to shop their talents before they land a new job and we understand they can be looking elsewhere while they’re working for you.
We understand that.
Some of us consider employee loyalty a critical factor when hiring; others not so much. And the position plays a role here too. For some positions, you want to see real determination from the applicant that this is THE job for him and he’ll fight to get it and keep it.
Besides loyalty, there are of course other key qualities you’re looking for in the hiring interview.
When you ask an applicant an important question, don’t pass over an incomplete answer. Keep asking away, keep digging until you’re satisfied.
Six weeks later when the new employee didn’t pan out — for whatever reason — you don’t want to have that thought pop up: “Oh, darn, I remember in the interview not really getting a full answer to that key question. Well, I guess I just found out the answer.”
Find out ahead of time. Dig, clarify, ask more questions.
As the law varies in each area, please check with an attorney to ensure you are applying these tips within the law.
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