When it comes to the interview process, start your due diligence process early.

The other side of interview preparation

When you’re considering a new career opportunity, especially one that requires a plane ride and an overnight stay, keep some things in mind.

You’re not just interviewing with a company.  You’re dealing with people.

One or more people have invited you into the equivalent of their business “home” with the thought to bring you into their work “family”.

On top of that, there’s a whole host of people behind the scenes who are helping to coordinate your plane trip, your hotel stay, the interview agenda, and anything else that goes along with your visit.

There’s also a considerable financial expense associated with getting you to their location – a plane trip on short notice, hotel stay…the whole nine yards.

Then consider the hourly rate of each person that’s meeting with you throughout the process – if you’re meeting with a VP of R&D or a Chief Operations Officer, an hour of their time could be anywhere between 2 and 4 hundred dollars per hour.

Multiply that out against the rest of the team, albeit at lower dollar per hour, but still – consider it.

There’s a lot of resources going into bringing you in for an interview – same with you on your end – taking PTO, time away from family possibly, the stress and strain of possibly leaving your company. I get it.

So before you accept the invitation to fly out, before you get too far down the process, make sure there’s a legitimate reason why you’re going on this interview.

Don’t string people along if you’re not serious and you haven’t done your due diligence.

Landscape Black Leather Wallet Near the Necktie

Start your due diligence early

If you’ve got a family or a significant other, have the hard conversations up front with the about making a move.

How will it impact you? How will it impact him or her?

What will have to happen to facilitate you getting on board within the next 30 days with as little disruption as possible.

Have the conversation and start the internal, personal dialogue early.

When it comes to the financials and a package, start the due diligence early – do the cost of living research, get comparables, talk to people in your network, get realistic and get second, third opinions. Don’t spring anything on a recruiter or the hiring team when it comes to your compensation expectations.

If you suspect money could be a sticking point, get your terms out early.

Not an ultimatum per se, but let them know that in order to make a change, you’re going to need to see bumps in your current package – if one bucket such as salary or relocation is particularly important, get it out there early and often.

Whether you’re working with a recruiter or going on a job search on your own, just be mindful that you’re dealing with people.

Even if YOU think the company you’re interviewing with has money to burn, I’d suggest to you that you’re missing the point.

When you string people along and don’t put in the due diligence before hand, you’re putting out bad energy. Don’t do it.

Do your due diligence early, often and throughout the process.

Get to specifics around your total comp expectations within a +/- range of 2-3% on the total comp package – be flexible to how it’s structured and where it all falls in the different buckets, but don’t spring surprises on anyone.

Make sense?

If there’s a lesson to take here, it’s never forget you’re dealing with human beings during the interview process.

Don’t string people along, don’t come unprepared at offer time and don’t waste people’s time.

 

 

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