At times I like to give career and coaching advice to this audience. Other times, I just have to RANT. This (I warn you) will be a RANT!
When you are on a phone interview, please try and remember to (ok, always) ignore any and all incoming calls. Just yesterday I took an unscheduled call from someone I didn’t know and was totally blown away by what transpired. First, she calls me out of the blue with no resume, no e-mail and no warning. That was her first mistake. I took the call and attentively listened to her job-hunt-related plight – she sounded very bright and highly qualified – just apparently lacking basic business skills and common courtesy.
She went over her background, and we were having a nice, warm conversation when I heard her phone beep, alerting her to an incoming call. “I need to put you on hold – it shouldn’t take long.” WHAT?! Actually, IT should never have happened. How rude and inconsiderate! I wish I could say it was the first time this ever happened to me – but I can’t. It just baffles me that anyone would be so bold and just plain rude during a brief phone screening. This (by the way) was not a scheduled interview – and the chances of ever scheduling one with her are slim. Sorry. Not to be rude herebut I can’t help myself. I figure if she does that to me, I can only guess what might happen during an interview with one of my clients.
Just forget about incoming calls during an interview UNLESS it’s critical, and you know that before the call ever starts. Also, inform the person you are speaking with about the situation, and that you may receive an urgent call during the interview. Most people will be pretty understanding about it, while others may want to reschedule. Whatever the case may be, when they do call you back try not to put them “on hold.”
(This article originally appeared on HealthcareIT Today)
As I have said (many times) before, there are multiple steps in the search process before any verbal or written offers are made – and that involves all parties at the search table. The client and the candidate are introduced by the search consultant after some initial vetting and screening has taken place. This “official” hand-off helps foster the courtship during the search process which hopefully leads to an offer.
All good – right?
Maybe not. What I struggle with is having a client that insists on taking over and going behind the consultant’s back once the candidate is presented. They want to fly solo on every aspect of the search as if the search consultant does not exist. It’s insane! From scheduling interviews, face-to-face meetings, background and reference checks all the way to making the offer. Oh – forgot about booking travel! All flying solo! I don’t get it. And…having to call the candidate just to get an update what’s happening in the search is NEVER where you want to be! It’s like being on the outside and looking (staring) through a foggy window hoping you can see what is going on inside.
It’s not a good view and it’s a terrible way to do business.
Candidate’s and client’s alike have the benefit of working with and leveraging a search professional on multiple fronts. They serve an invaluable role in helping find talent to fill critical position openings. A search professional should be a trusted advisor, a confidant, a consultant, a sounding board, a negotiator – as they play a critical role in completing a search assignment – from start to finish. If all of that makes sense – why cut them out and fly solo. It’s a recipe for a disaster every single time. Nobody knows what’s going on or who’s on first? Controlling the entire process is THE critical success factor in search execution.
Going behind the consultant’s back is, well another story. It’s just not worth it. Being on the outside looking in is a very bad model and I want no part of it. OK – I’ve beaten this one to the ground and I think the horse is dead.