Last week I visited the offices of acquaintances of mine. A few years ago, they opened an IT management business (managing IT infrastructure and whatnot). From what I understand, it’s the type of story we often hear about start-ups. They started from nothing much — a parent’s basement — and have grown to be a fairly successful with 3 offices across Canada and named one of Canada’s 100 fastest growing companies of 2010. I find it’s a great story.
Small grows into big
In their book Trust Agents
How do you treat your junior candidates?
It’s something you need to think about next time you’re interviewing candidates for entry-level positions. Those kids that are straight out of school and completely innocent. Usually the higher up the ladder the person you’re interviewing is, the more you pull out all the stops. You may feel the junior candidate has less of an impact on the business, but that’s a thing of the past. The impact is just different. You don’t necessarily need to call a limo to have a Junior candidate picked up. But be mindful of your interview procedures, your body language. Make sure you help them, advise them and have them leave the interview with a positive attitude, no matter if they get the job or not. It really doesn’t take much to make someone feel special.
How you treat them today will impact their perception of your company tomorrow. You’ll want to make sure you’ll be on their good side.
Actually…come to think of it…worrying about tomorrow might already be too late. They probably have more influence TODAY than the Sr. VP you’re interviewing later on.
Your thoughts?
(Photo credit: Giles Cook)
