(Just a quick FYI. I’ll be moving to my “summer hours” on the blog starting next week. Instead of the regular Monday, Wednesday, Friday schedule, I’ll be posting on Monday/Thursday. I’m trying to spend more time with family this summer, and I hope you are doing the same. It’s going to be a busy summer at work for me, including some new and exciting experiences, so look for some fantastic content, just a little less of it. Thanks!) :-)
Tell me if you’ve done this before.
You’re talking with a candidate that you genuinely like. They seem likable and qualified for the position, and you have a natural rapport.
They ask what’s next in the process, and you give them a quick rundown on the process as well as some tips and hints for dealing with the hiring manager during the interview.
Should you have done that? Should you have coached the candidate?
One of my friends is very open about this and absolutely believes you should offer as much help as possible. She even goes as far as sharing links to blog posts with candidates on how to craft a cover letter and resume, how to prepare for the interview, etc. Her thought is that a great candidate for the job might perform terribly in the interview, so she tries to level the playing field.
Another friend believes that coaching someone provides an unfair advantage when they might not even be the best candidate for the job. What happens if you help them have an edge, only to find out that they really weren’t the best candidate for the role in the first place?
I’d love to hear your thoughts on how you approach this. It’s a minor detail in some ways, but if you end up hiring the wrong person, that can turn into a major problem!