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Scheduling it Right

By February 7, 2011February 12th, 2023No Comments

Two thousand and eight

I know that the economy is rough, that there are limited jobs out there, and that employers have a sense of “you owe me” when they have an open position. Here’s what I know for sure:

  • While the economy is tight, there are more jobs opening up each and every day
  • Key talent/top performers, are highly employable (love that line from the new Ben Affleck movie “Company Men”)
  • For many top performers, there will be several job opportunities for them to explore – and YOU want these people on your team

Last week I mentioned my recent experience with First Impressions and how critical it is for recruiters (and schedulers) act as company stewards and brand ambassadors. The same is critically important when deciding when and how to schedule your interviews. As I described, I start doubting my “willingness” (ok, really my want-ness) to join a company, if their recruiter is rude or unorganized. What turns me off even more? When the hiring manager MISSES the interview they set-up. Make sure that your scheduler/recruiter clearly understands what time slots are open and available – and most viable for the interviewer to actually attend the interview. I know, I know – things happen, especially in Human Resources and with top executives, but be proactive about it. If the interviewer is running late, have someone SEND AN EMAIL (you can text, call, send a smoke signal, whatever works for you), but for crying out loud,¬†TELL the candidate that you will be unable to attend on time.

I know, seems benign right? WRONG – this is a critical error that could permanently damage your odds as a company, of a) getting the talent you want; b) having a “good” relationship from the beginning. Here’s the thing – my time (or the candidate’s time) is just as important as your time is. You are NOT doing the candidate any favors by having an interview scheduled. I know, sounds like harsh words – particularly to those of you who are having a hard time landing a gig, but this experience can be used as an indicator of what’s to come. For me time efficiency/effectiveness, is a pet peeve of mine – so if you are significantly late to my interview, I won’t bother to reschedule. I will never get over it, and I don’t want to work for a company/executive/boss, who doesn’t treat me with common courtesy out of the gate.

Do not think that as a candidate, you are indebted to a company for simply asking you to interview – they need you just as much (maybe more?), then you need a job.