The Employer’s Interviewing Process
2008-02-21 15:04:10
From my side of the desk, there are four distinct steps we go through in our entry level hiring process:
- Marketing — getting our company name out on campus
- Screening — initial review of a candidate’s qualifications against our basic criteria
- Assessing — reviewing a candidate’s behavīors against our critical behavīor profile
- Selling — encouraging chosen candidates to choose our company over the competition
The first two steps take place on campus. The final two take place at our company-site interview. You want to make it to the fourth step—where you are being courted as the candidate we want to hire. But before you get to that stage, you will need to pass the first three steps. And the opening steps are typically right there on campus.
Consider the on-campus interview for a moment. You will be spending twenty to thirty minutes in a tiny cubicle with a total stranger. This person will subsequently decide whether you will ever have the chance of working for their company. The best you can hope for is to avoid being disqualified, which only takes you one step further into the interviewing maze. One little mistake, one little error, and you could be history.
Actually, the entire process seems rather absurd, except for the fact that you will not get a job without correctly playing the interviewing game. And on-campus interviewing is often the starting point for the interviewing process.
On-campus interviewing is not simply meeting with three or five (or even ten) companies and then picking the one where you want to work. To maximize your on-campus interviewing success, you need to first maximize both the quality and quantity of the interviews, and then maximize your interview efficiency. It is not enough to just “show up” for the interviews and hope that someone will miraculously offer you a job. You have to perform at your peak to gain mileage from on-campus interviewing. So don’t just read this chapter, read all of the chapters related to interviewing.
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