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Don’t Forget! You Saw it in the
Adverti$$er
May 2022 #14274 Page #80
From the Road... One-Sided Interviews hen a candidate interviews with a company, they expect tough questions to determine their fit for the position. Employers want to know if the candidate has the skills, experience, and desire to fulfill their needs, both short and long term. The candidate should be frank about their abilities as well as areas to grow, to avoid creating unrealistic expectations. If someone has shortcomings in a specific software, being upfront gives the employer a chance to consider investing in training if the candidate fits other areas well. If the candidate is honest and the employer is thorough with their interview, the resulting hire will be less stressful for both employer and candidate.
By Thomas McAnally President TheJobLine.com
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The problem is when a candidate is “more show than go” as one of my employers puts it. Talking about a job and filling the shoes should be the same thing, but in some cases it’s not. Personalities come into play when the employer is not willing to dig into learning the candidate’s abilities to confirm skills claimed. Resumes can give a false impression of a candidate’s abilities, and different companies have different duties for the same title. Operations Manager at one company may mean everything but Sales and Admin, while at another company it means Production, Yard, and Trucking. Having 5 years of experience with one company may not be the same as at your company, especially when you are adding responsibilities to a title that the candidate hasn’t performed. On the reverse side of the coin, candidates should interview employers just as hard. I recently had a VP/CFO candidate who found the perfect job, at the perfect-size company, and in a perfect location. All the candidate needed was the slam-dunk interview – and then the offer made was well above what was expected. While that may have been a red flag, the job, location, compensation, and benefits were exactly what the candidate wanted. They accepted. During a house-hunting trip, the candidate stopped by the company to fill out paperwork and meet with the retiring CFO who had not been available for the initial interview. During this meeting, the candidate learned that the company
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