A Golfer Who Didn’t Get A Grip
Another Recruiter’s Story…
Sometimes, the failure of a job seeker to become the placement after the final interview is a combination of several things, not just one. Sometimes, the candidate dresses inappropriately, or uses foul language, or has a bad attitude, or just isn’t the right fit. This story includes all of these things.
The open position was a Sales Representative that included a decent decent salary with potential to earn significant commission once actual sales were achieved. The product? A “magic” grip, if you will, for a golf club. The grip had air chambers throughout which absorbed shock. A s a golfer followed through on his swing and hit the ball, the grip either helped prevent future injury or aided players with joint problems. Quite ingenious really. The idea came from a shock-absorbing grip used on hammers – very high tech stuff developed in a university technology department. Seriously high tech – thought it’s simplicity in design may deny that thought.
Job postings were placed. Calls and resumes were fielded. A few cold calls made with referrals as a result. Several candidates identified by my two junior recruiters. Phone interviews conducted with the end result final three to come onsite for face-to-face interviews. None of the three resumes were over-the-top outstanding, but potential existed. The first two candidate interviews? Just so-so – and the third and final interview for which I was ill-prepared – and not in a good way.
The Job Seeker.
He sat slouched and as laid back in a comfy conference room chair as possible. He barely lifted his face when I entered the room. He was obviously too cool for words. His black turtleneck along with his black wool sport coat were covered with white cat hairs - everywhere. His attitude was completely lackadaisical and self-assured. He knew he was going to get this job, because why? He was a great golfer. Oh, and his family was very wealthy, they owned numerous restaurants – perhaps I had heard of them? He was eager to get this job as he was ready for a change. He was ready for a change.
Not today, Dude, not today.
Hoping that a detailed answer about his skill set would set him apart as the candidate, I asked again why we should hire him. He said, “Sh*#! I’m the best.” With a shoulder shrug and a toss of his hand, he resumed slouch status. I excused myself for a moment and called the recruiter aside, asking, “Why did we bring this guy in?” He understood golfers and why they might want to buy this grip. Not a good enough answer or good enough reason to continue an interview. I returned, thanked the cat-hair laden, french fry slinging smart aleck for his time and said, “Thank you for coming in.” He asked when he would be meeting the Vice President of Sales – I simply said, “Not today, dude, not today.”
A Wasted Interview.
Wasted time in a face-to-face interview means the right questions were not asked on the phone. Filtering candidates is a basic part of a recruiter’s job. It’s not always as easy as straining spaghetti, but it isn’t rocket science either.
I simply had to look past the resume in my hand to clearly see the slouching slob before me. What did I want? I wanted a qualified candidate that would fulfill the job description I held. Instead, I got a subject for a blog post about a bad interview. Don’t be someone’s next blog post. Fulfill your end of the bargain as a candidate worth hiring.
It’s your job, as a candidate, to prove that worth. Not the hiring manager’s to see it behind the slouch and smug attitude.
Article by Rayanne Thorn
Rayanne Thorn, @ray_anne is the Vice President of Product Marketing and Strategy for Technomedia. She is also a proud mother of four, happily engaged to Tom, residing in Laguna Beach, California, and a daily contributor for Blogging4Jobs. Connect with her on LinkedIn.
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