Monday, December 9, 2013
I recently interviewed someone for an open position I had. I’ll call this candidate “Susan” for the sake of the candidate’s privacy. Susan had a great background and had many of the skills I needed for the role I was trying to fill. I was excited to meet her in person. Once Susan came into the office, it quickly became apparent that Susan was one-dimensional in her career. She had worked for the same company for twenty years and didn’t have an opinion or skill set outside of that particular company’s methodology. I pushed her with several questions to think differently. Unfortunately, Susan seemed trapped in her old company’s paradigm. Susan had been laid off from that company over a year ago. She had nothing to fill the gap on her resume and continued down the only path she knew.
Although I didn’t hire Susan, I did provide Susan with feedback. How many other job opportunities had passed her by because she didn’t get that direct feedback? As a manager, or potential employer, how does it benefit you to not give feedback? How can feedback help both you and the candidate? What is your track record with difficult conversations?
For more information about career coaching go to www.katekibler.com