Six in 10 employees say they’ve found aspects of a new job different from expectations set during the interview process, according to a survey conducted by jobs and career marketplace Glassdoor.
Areas where job reality differs from employee expectations include:
- Employee morale
- Job responsibilities
- Hours expected to work
- Boss’ personality
- Career advancement opportunities
- Senior leadership competence
- Salary
- Company culture
The good news, if there is any, is it’s not entirely the hiring manager’s fault. According to Glassdoor, the employer and the job candidate are both responsible for ensuring expectations set during a job interview match reality.
The bad news is that both parties pay a price if reality differs from expectations.
For the hiring manager, a misleading interview can result in the hiring of a candidate who is a poor fit for the job and that could result in decreased productivity, office conflict, and other undesirable outcomes—including termination.
For the new employee, being hired for a job that doesn’t match expectations can lead to disappointment and resentment. Neither contributes to enthusiasm and job success, not to mention health and well-being.
Fortunately, there are things a hiring manager can do to ensure the job described to the candidate matches the reality the new employee experiences.
Leverage the interview
Amanda Lachapelle, Glassdoor’s HR director, recommends the hiring manager begin by ensuring every person interviewing a job candidate has a clear outline of topics to discuss during the interview.
“By having a clear plan of action ahead of the interview,” says Lachapelle, “you can increase the chances that candidates are getting a more complete look into how the role they are interviewing for fits within the company, while also giving them a better idea into the level of responsibilities required for the open position.”
In addition, Lachapelle recommends each interviewer be tasked with talking about the company’s culture so that candidates not only understand what the work will be like, but also how people work together.
Leverage your staff
Not every staff member can interview every candidate that comes into your office but they can add to the candidate’s understanding of the practice through their actions while a candidate is present, as well as before and after the interview process.
Lachapelle suggests you encourage staff to use social media to share their opinions of what it’s like to work at your practice.
Continue the conversation
Similarly, the “live” interview doesn’t have to be the only way a hiring manager gets to know a candidate.
“Take the time to reach out. Don’t let the in-person interview be your only real form of conversation,” says Lachapelle.
She recommends the hiring manager email candidates before and after the interview to ask if there is anything they would like to know about the job or the practice.
“Also, don’t be afraid to schedule a follow-up call to add a more human element to your communication so you can answer any additional questions they might have,” she says.
Remember, honesty counts
Although the manager wants to present the practice in the best possible light, it’s important to be honest.
With this in mind, Lachapelle says you shouldn’t be afraid to discuss areas the practice is working to improve.
“Candidates will appreciate your honesty, plus should they accept a job offer, the excitement that comes with the honeymoon period of a new job will quickly give way to the realities and normalcy that comes with a day-to-day job,” she says.
In other words, they will find out anyway.
Ask the right questions
Finally, don’t forget to ask questions that facilitate conversation.
Your goal when interviewing a candidate is to have a dialogue where both parties share information necessary to make a good employment decision.
Behavioral interview questions can help. These kinds of open-ended questions usually focus on past experiences and require a candidate give detailed answers.
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