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Bigger waste of time: the rubber stamp interview that ISN’T actually a rubber stamp? Or the rubber stamp interview that IS?
Leadership involvement in the interview process is critical (more on that in a minute).
But there are two scenarios where the boss’s boss’s boss doing that 8th step in the process is counterproductive.
1. When it ISN’T a rubber stamp. Everyone was thumbs up. Until the top dog. Then it’s a pass.
Because they were the real decision-maker the entire time.
All the time and effort by the recruiting team. And the hiring team.
It was busy work. If you have proper alignment, this should never happen.
2. When it really IS a rubber stamp. If someone doesn’t actually have a say in the process...what’s the point?
Why are you adding more steps for the candidate? And doesn't the exec have better things to do than be a yes-man?
“But James, wtf? Didn’t you dedicate like 4 episodes of The Employer Content Show to what job seekers want to see? And getting to know the leaders was top of mind for literally every candidate?”
(I know you follow all our shows and 100% asked that, in your mind.)
Abso-frigging-lutely. But the token slap-it-on-at-the-end interview ain’t that. And certainly not when only their opinion matters.
Try this on:
1. Make leadership interaction top-of-the-funnel. Step 1 or 2 (depending on org size.)
Is hiring important to that leader? Do they care about the outcome? Then it’s an easy thing to justify.
2. If they aren’t the real decision-maker, don’t stifle the process. Make it an optional step (per the job seekers) if they desire. Help close the candidates. But only when needed.
3. If they really have no skin in the game on this hire: trust your team to make the right call. Not everything needs to be micromanaged.
Determine the need. Attract candidates. Help close.
But don’t jam up your team or the candidate. It’s just a time suck.
Full episode of The 10 Minute Talent Rant, Ep 25 "Hiring Managers: You Might Want to Show Some Hustle on These Interviews" here.
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