On Recruiting, Interviewing, and Dangerous Roads

To hiring managers and hiring committees: your beliefs around such topics as whether a candidate should receive the interview questions in advance or have a heads up on the structure of their interviews with you is in direct correlation with your current employees' job satisfaction, the working environment you've created, and your turnover.

When you begin your relationship with someone with a lack of empathy, unnecessary power plays, and "gotcha" tactics to "keep people on their toes," you set the stage for the experience that person is about to have with your company. These aren't one-off tactics or passing beliefs but the fabric of who you are as a leader, supervisor, and curator of workplace culture.

The recruiting and interview process is a two-way street, but if your side of the road is full of potholes and spike strips, people will stay the course and drive right by you.

And those who already took a pit stop with you will be prepping themselves to return to the road for a new place to lay their head.

Monday's Opening Thought: May 24, 2021

This week’s opening thought: It’s 2021 and we’re still having to publicly call companies out for not putting salary ranges in their job postings.

It’s ridiculous that this is still a “debate.”

There are no excuses strong enough to explain away why your company’s job postings should not have the salary range present and easy for applicants to find within the first few lines of your job posting. And you should also be honest about what the actual starting salary will be, so candidates are clear on what kind of room for negotiation they will likely have if any.

On top of all that, your salary range should not be massive. Your range shouldn’t be larger than a $5,000 - $6,000 window, especially if you know good and well you aren’t even willing to start a new hire at the higher end or even the midpoint of your salary range.

What many companies don’t seem to care to understand is that how you handle salary discussions and salary transparency is a window into how you value and treat those that work for you. And not doing all of the aforementioned?

That’s a freshly polished bay window on a clear and sunny day.

It’s that clear to candidates how you feel about them.