Saying "I Do" to the Perfect Candidate

I recently had a conversation with a CEO of a major recruiting firm, and he offered me some sage advice on the topic of finding good senior talent. He said, “Dwayne, give up on finding A+ talent, be ready to accept A- or less.” He went on to say that talent is being scooped up so quickly that many companies aren’t even doing in-person interviews before making an offer to their leading candidate! WHAT?!

Yes, the Great Recession has left us all talent starved, much like the seller’s market in real estate. There has been an outpouring of applicants so eager to get their hands on a home that they’re willing to pass on all inspections and purchase sight-unseen for way over the asking price. Similarly, candidates with that elusive skill set are receiving hasty offers from employers hoping to fill the voids in their business at any cost.

While this may solve your short-term problem, how often does a sight-unseen purchase work out in the long run? How many of us have been scorned by the one inspection that we chose to gloss over?

There must be a better way.

If you find the person that is a close candidate, but you just aren’t sure that you want to jump into an offer, consider this:

1. Was the job description for the position they applied for detailed and transparent? It’s important to lay out not only all of the responsibilities and expectations but also a clear indication of the compensation and benefits offered, so everyone is on the same page.
2. If in-person interviews aren’t an option, has this candidate met with a wide swath of the company by Zoom first? Your team members are experts on your culture and business. What do they have to say about that experience?
3. Are there tools you can use to get a fuller picture of a candidate’s personality beyond the interview process? I have found Enneagrams and Culture Index as helpful indicators!
4. References are more important than ever! Use them. Even if you can’t speak with their current employer, you can still get a good picture of a person’s work ethic and personality based on the insight that previous employers can provide.
5. Have you carefully evaluated what hiring his person will mean to the existing team and does their offer measure up to existing and loyal team members? Are you making any compromises that don’t make sense?

If all of these checkpoints are coming back with green flags, then it’s likely time to get ready for the big day! Offer day, that is. It’s important to frame this moment for your company in the same way that you might think about your wedding day.

It sounds silly, I know, but bear with me.

By the time you both get to the employment altar, any big doubts are gone and all your cards on the table. You will be confident and secure in your commitment and theirs. This is not the time for second-guessing your decision or the person. It’s not the time for identifying any shortcomings or discovering things you wish to change down the road; it’s the time to fully embrace and celebrate the person that will hopefully join your team. This should be the best day of your relationship, setting everyone up for success and on the most positive path forward from the start.

If you’re a talented candidate and you find yourself in this marriage mindset with an offer, be confident! If it’s looking like a good match, it’s easy to get wrapped up in the moment. Remember that negotiations are key but should be centered on positivity and a mutually beneficial path forward. There is always room to grow in the future, but for now:

1. It’s okay to request a higher salary and bonus than one you have previously discussed or been given, but humility is key. You may want that extra 10%, but this company has loyal employees that have been with them for years. Ask for 5% then get in there and show them why you deserve even more.
2. Ask about found money; companies love rewarding employees for finding profitability in places they didn’t expect or notice previously. If you start showing them how beneficial you are to their business, it’s a no-brainer to say: “When I make you ten, you give me one.”
3. Vacation time is a game-changer when it comes to health and mental wellbeing. If you need to negotiate for more, remind your potential employer that the most effective employees are the ones with the ability to prioritize their health and sanity in high-demand positions.
4. Titles aren’t forever. Instead of asking for that fancy, superfluous title off the bat, see what the future of this position has in store and revisit it once you’ve settled in.
5. Flexibility is en vogue, so don’t be afraid to start a dialogue about a hybrid schedule or your need to leave the office early on Wednesdays because you coach Little League games. Commitments to your children and community are admirable, not a reason for pushback.

At the end of it all, your big day at the employment altar is a time for celebration. This will be the best day of joining a company when the excitement is high, and the challenges are fresh.

Just like a marriage, each party has an equal part to play. And the marriages that last are those built on a rock-solid foundation, not those that formed too quickly or for the wrong reasons.