And to a degree we are right. Why would we want to hire someone who did not want to work for us?

On the other hand, are we conveying what a great company we are and what a great place to work we are?

If we aren’t a great place to work, we need to fix that first. But that is an article for another day.

Now, back to the subject at hand.

I hope that we wrote the job posting and ad in a way that would make candidates interested in us.

Let’s assume for a moment that we did. Some people have responded with applications or resumes. Tremendous. We have sorted through them and selected a few promising ones. Now, we either set up appointments for interviews or we do a phone interview (also known as a “phone screen”) first.

In the interview (either the in-person or the phone one) we need to plan for some time to “sell” the company. Before we ask them to tell us why they would be good working for us we want to make sure they want to work for us. And that is up to us, not to them.

Unless the job market is so tight that people are willing to work as indentured servants under grueling conditions, you need to do a little sales campaign yourself. That is what the first few few minutes of the interview should be about. Your goal for that part of the interview should be to make them want to work for you. It should all be about what is in it for the candidate. In a minute, it will be the candidate’s turn.

What do you say to them to do that?

First, take a look at your company from the candidate’s point of view. What is in it for him/her? Knowing only what an outsider knows, is your company a desirable place to work? Would you want to work for you? If not, then right there is a problem we need to fix before hiring others–but that is beyond the scope of this piece. So, let’s move on.

Why would you want to work for you?

Make a list of the great things about your company — especially the things that outsiders wouldn’t know and probably wouldn’t be able to find out through a search engine. Now look through the list with the eyes of a person who would be a good fit for this job. Pick out the things that he/she would find appealing. Mark those. Add these to your interview notes. These are the things you want to bring out when you are selling your company and your job to the candidate.

By the way, some knowledgeable people will advocate that this should be done before you do the job posting and should be incorporated into the ad/job listing. I think it’s a good idea, too, but if you haven’t–better late than never. Depending on your market, you may be able to get away with merely advertising that you have a job and are looking for someone with x requirements. Other markets may require you to sell your company and benefits right in the ad. If you do, be sure and have even more to mention when you are in the interview.

When the interview comes, I hope that you are enthusiastic about your company. Don’t lie and don’t exaggerate. But do be a booster for your company. If you are successful, the candidate will want to work for your company, even if it turns out you don’t think he/she is a good fit. It is better (from your point of view) to have them wanting to work for your company and not offer them the job than for you to offer and they turn it down because they don’t think it will be a good place to work.

++++++++++++++++++++++++++++++++++++++=

Need some help with hiring? Check out our resources.

Perhaps a training seminar is just what you need to get your processes and team up to speed.

Maybe an eBook is all you need. (available soon)

Or perhaps you need customized assistance (either in-person or by telephone).

Whatever your needs, let me help fill them.