Do you regularly ask your assistant for his or her feedback on job
applicants you interview? If not, this may be a good time to start.
Increasingly, companies are finding that support staff can offer eye-opening
observations about prospective hires. In fact, in a recent survey of
executives commissioned by our company, 91 percent of respondents said they
consider their assistant's opinion an important factor in the employee
selection process - up from 60 percent five years ago!
It's natural that administrative professionals have acquired more hiring
clout. Over the years, their jobs have grown increasingly sophisticated and
often involve managing projects, coordinating events and interfacing with
employees at all levels. This integral role enables them to provide
valuable opinions on a candidate's potential fit with the company. They may
also possess knowledge of a prospective hire's pre- and post-interview
behavior that can help fill in the picture. To elicit the most accurate
information from you assistant, consider the following guidelines:
- Encourage a Candid Conversation -
When asking administrative professionals for their opinions on prospective
hires, make it clear that you're looking for honesty, not accord. Let your
assistant know that all comments don't have to be positive ones, nor are you
seeking only negative impressions. You should also refrain from opening the
discussion with a statement that might bias your employee's response. For
example, by saying, "I really liked that candidate. What did you think?"
you may compel your assistant to agree - no matter how he or she really
feels. Instead, behave impartially, and refrain from commenting on opinions
as they are delivered. By agreeing or disagreeing with these observations,
you may inadvertently prompt your assistant to express a point of view that
mirrors your own rather than his or her honest reflections.
- Ask Specific Questions -
When discussing a prospective hire, try to zero in on the specifics.
Asking targeted questions will help your assistant provide the most relevant
information. Here are a few suggestions:
- How did the candidate spend his or her time before the interview? The
response to this question can be very telling. Did the candidate review
company literature prior to your meeting or engage in some other
professional behavior, or was the waiting period spent having a loud cell
phone conversation, eating or engaging in some other type of disruptive
activity?
- How would you rate the candidate in terms of courtesy and professionalism?
In today's team-based office environment, it's important to look for
indicators that a prospective hire will work well with others. While the
candidate most likely treated you with courtesy - after all, the hiring
decision is in your hands - he or she may not have shown the same respect to
your administrative staff. This question often proves extremely
illuminating.
- How well do you think the candidate will fit in with our company and
department? Assistants are among the few employees in the organization who
regularly interact with staff members at all levels. This experience can
provide valuable insight into how well-suited a candidate is to the
company's corporate culture and whether his or her qualities complement
those of others within the organization. Administrative professionals may
know, for instance, what personality types will click with certain managers
or which traits are especially valued within a particular department.
Of course, to benefit from your support staff's opinions on prospective
hires, you need to ensure they have ample information upon which to base
them. Generally, assistants interact with an applicant prior to the
interview. If no such opportunity presents itself, it's helpful to
facilitate an encounter. For example, you could arrange a brief meeting
between your assistant and an applicant before or after the interview.
Alternatively, you could assign your assistant the task of conducting the
screening interview, administering a proficiency test or participating in
some other part of the hiring process.
As the role of the administrative professional continues to expand, it's
important to recognize the unique position these individuals are in to
provide informed hiring opinions. By inviting them to honestly express
their views on prospective employees, and drawing out their responses with
specific questions, you significantly improve your chances of hiring the
best employees for your business.
-- Article courtesy of Julie Thompson, Great Plains District Public
Relations Coordinator for Robert Half International, which has more than 250
locations in North America, Europe and Australia, and offers online job
search services at
www.rhii.com.
