No matter how carefully we handle a job order, something always goes wrong. Usually, it's because the hiring process shared with us isn't realistic. That's when we need to dig in and split our questions about the process into three sections.
- Please tell me about your hiring process?
- How many interviews?
- How long are the interviews?
- Who interviews?
- How much time between each interview?
- Is there any assessment tool or test involved in the process?
- Do you involve the partner/spouse in the interview process? How?
- How is the interview conducted?
- Is everyone that interviews on the same page with the same message about the company and the opening?
- How long is your hiring process?
- If an offer is made, how is that handled?
- Who makes the offer?
- Is the offer written or verbal?
- If relocation is involved, who handles that?
- How much time do you give a candidate to consider an offer?
- What do you do if an offered candidate accepts a counter-offer?
- Would you counter the counter-offer?
- Tell me about the last time you hired someone.
- Was everyone you mentioned in your process interviewing this candidate?
- Was everyone on the same page sharing the same message with the candidate?
- How long was there between the interviews? (you’re comparing that length to what was shared in the first section)
- From the time you were first presented the candidate, how long was it before the offer was extended? (what you’ll find here is what actually happened is different that what was told previously about how long the hiring process is)
- If there is a difference in the hiring timeline, now ask why there was a difference?
- Tell me about how the offer process was?
- How long after the offer was made that the candidate accepted the offer?
- Was the candidate countered?
Third Section (This is where we slice the process down very fine)
- Assuming we can get a fee agreement executed in the next few days, since you shared this is an urgent opening you need to fill, if I present a candidate to you in 2 days, can you commit to me you will provide me feedback on that submission’s candidacy in 24 hours?? If the official says no, why not?? Share back the level of urgency they shared when taking the original JO.
- Once I get feedback, assuming you’re still interested, how long before we can arrange an interview?
- After the interview, can you provide me feedback in 24 hours?
- Assuming you’re still interested in the candidate, who interviews next and when?? (Compare this timeline to what they shared in both Sections 1 and 2.)
- Assuming that interview goes well, then what happens?
- Assuming that step goes well, then what happens?
- Then what happens?
- Then what happens and so on….
Here's where you clarify every step of the process with the hiring official. You let them know that if they don't provide timely feedback or stray from the plan, you'll assume they're not interested and withdraw the candidate. This is where you make commitments clear! If you do your part, they'll do theirs.
This ensures serious employers stand out. Remember, your time is valuable. Unless you're on a retainer or a priority search, don't work for free. Protect yourself by defining the process thoroughly and holding them accountable.
