The Evolution of a (Hiring) Decision

Steps_1024Hiring someone to fill a job opening can be a long and tedious process. It involves many steps: combing through resumes, contacting potential hires to set up interviews, actually doing the interviews—sometimes several rounds—and then finally negotiating with the best applicant. 

Yet, when looking for a job, we completely lose sight of this. As they say in baseball, we “swing for the fences” at every step. We confuse our end game (get a job) with the incremental objective of moving forward in the interview process. We allow our primary goal to blind us to incremental goals.

The next time you find yourself in the interview process, try dialing it back. Consider these steps:

  1. The purpose of your cover letter is to get someone to read your resume.
  2. The purpose of your resume is to get an initial interview.
  3. The purpose of an initial interview is to get further interviews.
  4. The purpose of further interviews is to get an offer.
  5. And after an offer is on the table? Then you need to decide if you truly want this job.

Many people misunderstand the nuances of this process and of the decision-making process in general. This is especially true when we are faced with influencing a hiring manager to make the decision to offer us a position. Yet understanding this process is crucial when trying to convince someone to make a decision in your favor.

The hiring process—like all change initiatives and decisions—is based on two fundamental axioms:

1. No One Makes a Decision in an Instant
All change is incremental. We often think of decisions as a punctuated moment in time. The moment before the decision the world was one way, and the moment after the decision the world is different.

Except decisions don’t happen that way. We ease our way into decisions — especially big ones, like the decision to hire someone. Decisions take time to form. Our thinking evolves. Eventually we reach a point in time where we make the decision—we flip the switch and move on.

Good marketing and sales people understand this process. They inch us along in our thinking until we reach that magical point in which we make the decision to buy. It should come as no surprise that hiring managers make the decision to hire someone in much the same manner.

2. No one makes a decision in a vacuum
We tend to think of decision-makers as lone wolves. “It’s lonely at the top,” as they say. But decisions don’t really work that way either. No one makes a decision in isolation. We all look to others for input, for feedback, for validation. In order to get the decision-maker to make up his mind, you must also convince all the people around him that he will turn to for advice. This is usually quite explicit in the interview process when multiple people are brought in to interview each candidate. Take your time. Focus on impressing and influencing each one.

Back to the hiring manager
Armed with this insight, how should we adapt our approach when we are looking for new career opportunities? Your job in the hiring process is to convince a relatively large number of people (three – six in most companies), over the span of several weeks, that you are the person for the job. How can you help them inch their way toward the decision to hire you? This is no easy task.

However, one thing is for certain: each step is an incremental movement toward the next. Don’t overreach at any given step. Simply use each phase to ease the person forward in the right direction.

  1. The purpose of a cover letter is to get someone to read your resume. Period
  2. The purpose of a resume is to get an initial interview. That’s all.
  3. The purpose of an initial interview is to get further interviews. Full stop.
  4. The purpose of further interviews is to get an offer.

When you get to third and fourth interviews, it is time to nudge the interviewers in the direction of a decision. Be bold. Don’t be afraid to look the interviewer in the eye as you are getting ready to leave and say, “I would like an offer.” They will often give you a standard retort such as, “we are interviewing other candidates and we’ll get back to you.” Remain confident and say, “I fully understand. I just want you to know that I would like an offer,” and walk out.

Understanding the decision-making process that goes into a hiring decision won’t guarantee that you will get a job. But it will increase your odds of getting an offer.

I wish you success.

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2 Responses to The Evolution of a (Hiring) Decision

  1. Pingback: 6 Sheep to Count Before the Interview of Your Dreams - GreenJobInterview

  2. Pingback: The Truth About Influencing Change: People Only Hear What They Understand | Heather Hollick

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