Bosses: Know Your Role

I was speaking with one of my mentors, a Manhattan executive, in his office recently. One of his assistants came in and asked if he would perform a certain task the following Tuesday at 10am. He thought about it for a second, then said he could do it Tuesday at 11:30. It was settled. Once the employee left the room, my mentor leaned in and told me he was quite free at 10, but he didn't want to get into the habit of letting subordinates dictate his schedule.

I more or less see why this sort of manipulation is necessary sometimes, but it can also put those in charge in a habit of grasping for control that can only hurt them in the end.

Too often, those conducting job interviews assume that they are in a position of supreme authority. The interviewer is the decision-maker, they figure, and the person across the desk is lucky to have gotten this meeting. Candidates are unhappy at their current jobs or else unemployed, so that puts the interviewee at the mercy of the person making hiring decisions, right?

Even if you have 100 qualified candidates desperate to fill 1 spot, it is still crucial to bear in mind that one side never wields all the power in any relationship. Just as they are selling themselves to you, be mindful that you are selling yourself (and your company) to them. As the interviewer, how organized is your workspace? How much enthusiasm do you transmit when talking about the job? How prepared are you for the interview? The smart, confident, diligent people you're hoping to bring on board factor all these things into their decision-making process.

Most importantly, how much respect do you have for your time and that of others? Did the interviewee have to wait more that 15 minutes with nothing constructive to do? Did you ask her what type of dog she would be if she was a dog because you ran out or relevant questions? Did you let the interview drag on long after you decided not to hire a person? Keeping people waiting can be a psychological game which works in your favor, or you may be so overwhelmed that you really have trouble keeping a schedule. Either way, is that the sort of person you would want to work for?

Hiring and Social Networking Sites

There's a fascinating conversation going on in the Human Resources community about websites like MySpace and Facebook. People are debating whether or not hiring authorities should visit the social networking pages of their potential employees. It seems like a great way to get information on a prospective hire; a natural, 21st century derivative of background and reference checks. My general feeling is that it is best to wait until the job offer has been extended (or not) and accepted (or not) before visiting someone on one of these sites . You may want to see a candidate's domain out of simple curiosity, but that innocent interest can open a can of equal opportunity worms. Remember, those sites often list the age, religion, and sexual orientation of their members; and that's all information that people making hiring decisions aren't allowed to consider. Even if none of those demographics factor into the decision not to hire, if the wrong person knows you know, you may be liable.

So you've been warned. But if you just have to check someone's site before making an offer of employment, keep a couple of things in mind. First, respect the privacy of the individual in question. Privacy? This guy has information and pictures published on a website for the consumption of his 1,643 friends and the general public. That is true, and as long as you don't create a false identity to access the page, surfing the Net is hardly an invasion of privacy. But in general, whether or not the person ends up as a hire, it's unprofessional to say, "Hey Fred, did you see that young woman I just interviewed to be my assistant? I just found pictures from her last trip to the beach on her MySpace. I'll forward you the link...."

Also, if you must look, be sure to take what you find with a grain of salt. Just because you discovered that a person has an obsession with buterflies, kayaking, or 50 Cent doesn't mean that he or she will be a poor performer on the job. Conducting a quality, in-person interview and speaking with a former employer or three is still a great way to learn enough to make a smart decision. Besides, if your boss had access to all that personal info on you, you may not have a job yourself.