Why Is It Compulsory To Screen Your Hiring Authority Before Your Job Interview?

A major component of my unorthodox job search system my clients embrace quickly is to prequalify. If you want to increase your job search results and also reduce your frustration level, prequalifying is your go-to plan.   What I am referring to is different than the company financial status and standard issues you investigate regarding a job prospect. What I am referring to is a subtle method of prequalifying the hiring authorities.    You will focus on executive team members that you will be able to work with, and do you have the right chemistry to make a positive change in the organization?   Plus, you also want to understand how you prequalify by investing as little time with these team members as possible. You want to know immediately if these professionals are individuals you want to work with to achieve greater challenge and opportunity in your management job.   Let's discuss prequalifying and one of the weakest links in your hiring company.  This is the human resources department. If HR is on the slow side, what can this say about the culture of the company or the team members? When HR takes part in the initial hiring process for company executives, what can this tell you about the executive team it hires?   Now, if the senior manager you report to will avoid taking time to prequalify team members reporting to them or working with them, what does this say to you about the decision maker? Is this the kind of boss you would like to report to each day? Maybe so? Maybe not? Regardless, you may defend the boss' position by saying he/she does not have time to invest on job candidates, and this function belongs to the internal recruiter or as usual,  the HR department.   If the intelligent and successful clients I prequalify to work with me in their job change have the profile of executives who say they prefer to prequalify the candidates reporting to them or will work with them, what can this tell you about those other executives – those who do not want to get involved upfront? Certainly something for you to think about...   Quite often at a high back end company cost, too many decision makers fail to prequalify on the front end of hiring (saying they are saving the company money by not getting involved), and it comes back to burden the company in the near future when this poorly prequalified job candidate fails to perform as they were hired to do.   Unfortunately, this hiring tragedy takes place too often because of an employment and recruitment practice that's been broken for too many years.   The failure to prequalify job candidates by the professionals they would report to may suggest these decision makers do not want to put in the effort, or do not believe the position is valuable enough to warrant sizing up a candidate before the interviewing begins.  Or, they may have a fear of the team members surrounding them, as so many executives do.   Be on guard with the relationship that can result with this type of senior management person. In my business minded job search, I want you to prequalify the team members on how they act and also on what they say.   You can now gain insight on how to prequalify subtly and constantly during your job search to prevent you from realizing you are in the wrong job 2 weeks or 2 months after you get hired.