Interviewing Blues

*Recommended Reading:

Ready for the Interview

The Other Side of the Interview

The interview process is a time where both the Interviewer and Interviewee assess each other to determine Goodness-of-Fit, and make a decision about partnership. Sound odd? It shouldn't. As an employee/contractor of a company, family, or organization, you are partnering up with the vision, goals, and plans of the organization when you agree to work there. Even if just for a brief contract where you offer your expertise, you are leaving a stamp on that company for years to come.

I've posted before about the interview process from the perspective of a parent hiring ABA professionals, or an ABA professional landing a great job. But what about the perspective of the interviewer? If you own an ABA company/employ direct staff, or hold a Director/Executive position, then you likely will have the responsibility to recruit, hire, and possibly train staff. Are you up to it? Based on my own experiences in this You're likely not :-).

I have had some just dreadful interviews for ABA positions. Totally terrible. Regardless of company size, if the company CEO was clinical or non-clinical, or whether I was interviewing as a contractor or an employee, I have observed that many people wearing the hat of "interviewer", should probably give that hat to someone else. A bad job interview is like a bad appetizer at a restaurant, in that it definitely doesn't leave you wanting more.

If you are finding that it's difficult to fill positions, or that applicants are turning down job offers from you regularly, there is definitely a reason for that. You may be thinking it's the pay rate, or the area, or just super hard to recruit in-demand ABA professionals, but might I suggest it's your interviewing skills?? If I am not impressed or intrigued during a 1st interview, I definitely won't return for a 2nd. Guaranteed.

So, let's look at what does work---->

When interviewers get it right (I mean, really right), they leave the interviewee excited about the opportunity to partner up with them. If either the interviewer or the interviewee feel resigned, so-so, or apathetic about the possibility of working together, that's a pretty good sign that something about the interview process was lacking.

To get the interview process right, and succeed at the goal of recruiting and hiring the BEST (which should always be your goal) 
Here's to attracting & hiring the BEST!

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