📈 Dave says "End That Interview Early"

In This Issue

• End that interview early

• 📙 “Hire Faster - By Reducing “Quickly-Ended” Initial Interviews”

• 3 Quick Tips - Onboarding New Employees

• 📙 Recommended Reading:

  • Silicon Valley Bank’s “H2 2024 Markets Report”

• Parting Thought

• Tell Me What You Think

End That Interview Early

Follow these steps

#1 Determine who can end an interview early and why.

General rule: The hiring manger, management team above the hiring manager, and the CEO can end interviews early. Interviewers testing specific skills can also end early if the candidate is unable to meet your criteria.

#2  Ensure you know what a good candidate looks like and doesn’t look like and how to identify them before you interview.

#3 Avoiding interviews that end early is most important.

• Do a 15 to 30 minute phone or video screen prior to full length interviews.

• Ask for work samples as part of the application process.

• Scrutinize resumes, LinkedIn profiles and social media prior to interviews, look for consistency and red flags.

#4 Identify areas of concern prior to an interview and address these first.

• Have questions ready that target your concerns.

• If you have initial concerns do not wait to explore them. Put them on the table first and determine if these are workable before continuing the interview.

• Even better, address concerns in additional phone or video interviews before the full interview.

#5 Test your concerns more than once with the candidate before ending.

#6 Do not share sensitive information until your major concerns are addressed.

#7 Document the interview and reasons for ending early for future reference.

8 Steps to end early

#1 Have a plan: Know how you will end interviews early.

#2 Explain to the candidate you do not believe there is going to be a fit and you are ending the interview at this time.

#3 Make it third-person. It is not their fault or a weakness on their part, but a matter of the match you need at this time.

#4 Keep it short. If the candidate presses for more details, continue to make it third-person and let them know you do not see the match you need or they need in this role. Do not get caught in long explanations or excuses.

#5 Be direct and respectful, even if they are not.

#6 Invite them to stay in touch and follow your company, if appropriate.

#7 Thank them for their time. Be warm and professional.

#8 If in-person, walk them to the door and see them out.

📙 Awesome article by Dr. John Sullivan:

“Hire Faster - By reducing “Quick-Ended” Initial Interviews.”

Onboarding - the most overlooked aspect of hiring

1. Onboarding starts the moment the offer is signed - do not wait or go silent!

2. Develop a detailed agenda and expectations for the person’s first day, week, month, and 90 days.

3. Talk to your new employee often before they start.

4. Bonus tip - know what they need on their first day to feel welcomed and motivated right from the start.

👉 Much more on this next week.

📙 Recommended Reading

Just released! Silicon Valley Bank’s “H2 2024 State of the Markets Report”.

• Seed funding is outpacing A rounds by nearly 3 to 1.

• Software job postings are down 70% from 2022 and just a bit higher than 2020.

• Gen AI is THE major driver for increased investments.

📙 “H2 2024 State of the Markets Report”

By Marc Cadieux and Mark Gallagher of Silicon Valley Bank

Parting Thought

Tell Me What You Think

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