Submitted by tschmidt24 on
I was wondering when you go through the job responibilities, schedules, pay, etc. with job candidates. I'm a manager of salesepeople for a retail company. Scheduling and compensation is uniform throughout the department, so there is no real compensation negotiation once we offer someone the position.
There are several ways to do
There are several ways to do this. If you are hiring for a specific shift (like I typically do) I cover hours and days during the interview to make it very clear to the applicant that I am hiring primarily for a graveyard or swing shift position but that I also reserve the right to reassign them to any other shift based on business needs.
Compensation and benefits would be a discussion that I have once an offer is ready to be presented. In retail it was even easier because then I could discuss pay structure, critical times of the year, expectations of shift coverage, etc. It would not be prudent to put it out there to early as a candidate may take this discussion as an offer of employment.
I usually try to have a short document ready for them to read as soon as they come in for the interview.
It will give details about the job duties, expectations, typical day details, etc.
Not - benefits or compensation. Those are for the making an offer phase.
When I greet the candidate I hand them that sheet, along with the official job description.
Then I ask them to take a seat right there in the lobby and take a few more moments to read over both of them.
I leave them alone for about 5 mins.
Then send out one of my other staff members to give them the tour, showing them the office and their desk and meeting various staff members.
When they are finally delivered to me for the sit down interview, I go over those sheets again and ask if they have questions about anything they read on them.
I will elaborate as to various details like days and shifts etc.
Then I commence with the general interview questions.
One of my goals for this is for the candidate to get a good picture of what is expected and visualize what working here might be like.
And it gives them a chance to formulate new questions based on what they have learned. And tailor their questions and responses during the interview.
Finally, it helps them make the decision if they don't like what they see.
I also have many other reasons for doing it this way. But, this answers your question.
In the beginning...
I do this at the very beginning. Before the interview they (obviously) have the job description - which I previously made sure was current, accurate, relevant, and descriptive enough to convey actual activities. Then during a phone screen I will do it very quickly - basically adding some nuanced details to the job description as well as a description of the team the candidate would be a part of. Then during the in-person interview, I repeat all of the above including th eitems you are asking about. In my case, I also add some info about the specific projects the person will be working on (maps, reports, graphs, etc - something they can visualize, touch, and read if they want to keep it. The specific projects usually whets the appetite. It also helps good candidates show me they have done exactly what I need them to do. Or for those who haven't done what I am looking for - they describe stuff that kind of answers the questions, but doesn't address my needs.