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Hiring By Consensus Requires Job Hunters To Win Over A Lot Of People

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It used to be that a job applicant would interview with human resources, the hiring manager and maybe a senior-level manager to round out the interviewing process. Now, candidates are meeting with around six to 10 different people at a company, as organizations rely on a “decision-making by consensus” hiring model.

You must charm and sell everyone you speak with, no matter how tangential they are to the hiring process.

Interviewing in today’s market entails meeting everybody at a firm, including human resources, the manager, the manager’s manager and that manager’s manager. Then, there's the janitor and the guy that waters the plants.To make a great first impression, you must have a good elevator pitch and slightly tweak it based on whomever you meet. In this instance, one size does not fit all. You can’t be the same person for each of these people.

For example, the human resources representative wants to hire a person who is a good corporate citizen and a cultural fit. The direct hiring manager wants to feel confident that the applicant can rise to the occasion, do a great job and exceed expectations. Meeting with peers calls for you to come across as a friendly, polite and well-mannered person, who everyone can get along with and not be afraid that you will take over their job or make them look bad in front of the boss.

As others are added to the interview schedule, always make sure to come across as a positive, upbeat, motivated and an overall excellent person to collaborate and interact with.

 

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