Remember Kristina from Thursday’s blog post? Well, six months after sending her resume to a headhunter, Kristina had several interviews lined up. One company wishing to fill a key position brought her in for an interview with a few key people, and she received a letter from the CEO that same day, welcoming her on board.
After thanking him for the offer via email, she requested more meetings with the rest of the executive team and the people who would be her direct reports.
His response: “I understand and appreciate your asking. On our side, we are trying to move urgently to fill the position.”
Urgency kills company cultures. By rushing to put a warm body in the seat, you may overlook personality conflicts, and end up with an employee who adversely affects the whole office. Allowing time for formal and informal interviews will increase your chances of finding the right employee for the job.
That said, sometimes you need help urgently. In this case, consider reaching out to your current team, sharing your challenge, and asking for their help. You might find that someone on the team is willing and able to do the job for six months, as you continue looking for the right fit for the position.
If you absolutely must fill a position immediately, consider using a temp firm. Getting the urgency off your plate allows you to interview slowly and find the right person for the task.
Kristina’s response to that email was, “I think I may not be the best candidate for the position. I am looking to make the last company change of my career, and it feels like to me that you are attempting to get a warm body in there.”
At the time, Kristina had two job offers. The position at this company was more convenient: No move would have been required and she could finish up her major kitchen renovation. That of the other company required relocation to a new city. Kristina opted for the latter position because:
The CEO sent her an email the day after her interview to say “Thank you” for sharing a day with the company. It left her feeling respected and appreciated.
Instead of making an immediate decision, both Kristina and the new company asked questions, and made time for meetings, to ensure the fit was right.
They made a generous offer, including stock in the company, a significant increase in salary, and plenty of time to make her decision.
In reality, she didn’t need any time. She had discussed the position extensively with her family already. When the offer came in, she knew she wanted to work there.
Do you want a warm body or a great employee? Do you involve your whole team in selecting the right person, or do you make knee-jerk decisions that negatively affect your culture?
Great employees are attracted to companies and teams that know what they’re looking for. Do you?
Here’s to Your Greatness,
Misti Burmeister
