Building Loyalty From The First Interview

A successful employer-employee relationship requires mutual investment to create common value. From the first interview, both must identify if they share common goals that they can achieve together.

Building Loyalty From The First Interview

They say you never get a second chance to make a first impression. True. However, they usually refer to the candidate, not the employer. The first impression is important for both the prospective employee and the employer. And hence the importance that both parties are as clear as possible from day one.

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In fact, about 35% of employees quit their job within the first six months because they feel they were deliberately misled during the recruiting process because in which the employer did not give them a clear preview of the job, working conditions, and career development opportunities.

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The first interview must have an explicit and honest conversation, in which mutual expectations are defined. To do this, we must find a way to transmit to the candidate. What's the job really about, and how she/he could fit within the organization, while we learn if she/he is the right person for the job. Perhaps the best way to do this is by asking them what they want to do after their period at the company.

What's next?

It may sound strange that an employer asks you what will you do next, especially, when you are not even their employee. However, more than asking, you are sending a strong message to the candidate, which allows you to:

  1. Encourage an open conversation
  2. Learn about the expectations and personal goals of the candidate
  3. Identify how the person may grow within the organization.
  4. Show interest not only in the candidate's professional profile but also in their future
  5. Talk about career development. You are showing you do not expect them to perform the same job all of their life. It is a very powerful question. However, rare in job interviews.

When you know the candidate's personal goals, you are able to identify how she/he could evolve within the organization. For example, if a candidate tells you that they want to start their own company in the future, you could explain how this position could help them. How working on certain projects within the organization will provide her/him with the required skills, and expertise. Furthermore, it allows both parties to figure out if they could walk the path together.

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The first interview is an ideal time to start creating mutual commitments. If the organization can help the employee achieve his objectives, he is more likely to commit to the organization. In other words, when a candidate's goals and those of the organization are aligned, by committing to his own success, the candidate is helping the company achieve its objectives. To do so both must understand how they can help each other succeed. This creates moral commitments. However, it is ideal that these commitments are written and grounded within a time frame.

When the specific period of time you both established comes to an end, this phase reaches its conclusion. Then this job either ends or transforms. Anyway, both parties know that they have obtained the benefits they sought from the beginning.

Establishing clear rules through open conversation from the first moment is the best way to build trust, and thus win the loyalty of employees.

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