Ad placed, CV screened and interview checkbox ticked! but how invested is your candidate in your job role and company after you’ve interviewed them?
Words can be easy to come by but, as the adage goes, actions speak louder than words. What post-interview behaviours is your favoured candidate(s) showing which indicate whether or not they really want the job and to be part of your business culture? The Executive Managing Editor at Insider Inc. has one hard and fast precept when it comes to selecting candidates following their interview:
I’ve been hiring people for 10 years, and I still swear by a simple rule: if someone doesn’t send a thank-you email, don’t hire them.insider inc.
Perceptibly, this may sound harsh, but this highlights how Insider Inc. views one aspect of candidate viability. Understandably, they are looking for signs of investment and subsequently, employee retention once hired. A candidate who takes time to give thanks can be a reflection of them really wanting the job, especially if they have shown resourcefulness in finding the interviewer’s email address (if not given). A polite thank you email shows appreciation for the interviewer’s time and interest. It’s symptomatic of courteous behaviour likely to reflect back upon your people and clients if hired.
Another positive sign of candidate investment post-interview, is willingness to complete a follow-on task you may have set them e.g., a sample of their work or a profile evaluation. Incompletion of the latter is something I have first hand experience of!
Hesitancy to complete any kind of relevant online profile, whether it’s behavioural, motivational or strengths based, demonstrates that the candidate could be afraid their profile results will highlight something they’d rather not be identified! Whilst profiling is non-judgmental, some candidates may be unaware so it’s important to reassure them of this beforehand. Not completing a post-interview profile or another specific task is a fairly clear indicator that your candidate is not fully invested in the job. If they were, they would have no qualms, afterall, it shows initiative.
On the other hand, maybe your candidate has completed your profiling request or task. There are however some further points to consider:
- Did they complete within your given time frame?Were they honest about receiving any further task/profiling requests from yourself or your instructed provider?
- Did they check their spam folder for any further communication from you or your instructed provider?
- How was their response to being asked to complete a further task? Were they open and willing or did they show signs of hesitancy?
- Did their follow-on task represent what you asked for?
- Did their profile results match up with aspects of their CV and interview?
All the above can help highlight whether or not your candidate is fully invested in the job and therefore, the right person for your business, offering you an additional red or green light to hire!