Don't ghost job hunters and other things I learned applying for jobs

Things I've learned in my recent three-week job search:

--The candidate's time frame and the prospective employer's time frame may be worlds apart. So if you like someone, you like someone. Get them on your team. Like now.

--Benefits are huge. Because it shows you care. That speaks volumes to prospective employees. And trust me, we know firsthand what benefits that suck look like and how great bennies set quality employers apart.

--People want to be a part of something great. Maybe that's stating the obvious. But if your people doing your interviewing can't convey that and equate it to meaningful work, then you get what you deserve.

--If you can't give them a good "why" for why they should join your team, then don't expect to attract solid candidates who will stick around. We want to build something great. With you.

--If you have to tell someone how great you are, you're not that great. We see through that just by going to your website.

--Know some things about us. Not just that we "have a great resume." So do your homework. I make it a point to learn about the people I'm interviewing with because I want to be prepared to ask questions and get to know them before I commit my professional life to them. That makes sense, right?

--Tell us how much money we'll make working with you. It truly is mind-boggling that companies don't do this. Why? How many great candidates are you missing out on because they won't even bother if they don't know the salary you're offering?

--Honesty. Sincerity. Truthfulness. Openness. (Do you see a pattern here?)

--Don't ever, like never, ghost a prospective employee. That's simply cruel. For example, I had five interviews for a job with one company in a position that would have been amazing. I was a finalist for the position but after that fifth interview heard nothing back. Even after sending two emails to the recruiter. In retrospect, why would I want to work for a company that holds its candidates in such contempt?

--Your perfect candidate does not exist. Mostly because your organization isn't perfect. Think about that.

The Question That Told Me Everything About A Writing Job Candidate

The answer to my question told us everything we needed to know about our job candidate.

We were hiring for a writer and this person was a referral. The company leadership really wanted to hire this person.

A person for a demanding writing job in our company with no professional writing or editing experience. Didn’t major in journalism, communication, writing, or English in college.

The writing examples the person sent us were college papers. Not very good ones at that. Who doesn’t have college papers to send for writing samples?

But the candidate was a “good culture fit” in the words of company leadership. I liked this person. I could see the person is thoughtful, works hard, and is someone I would say is a high-achiever.

Does all that make them a writer? Let alone a good writer?

No.

In the interview, I asked the candidate if they have a blog, have freelance writing gigs, or do their own writing. Maybe a journal or something like that.

Nope. Nothing. Doesn’t do any writing.

That’s all I needed to know

If you want to be a writer, then write. Read good writers. Learn about the craft.

Write to develop your voice and style.

Blog. Journal. Seek out freelance opportunities for local magazines or other publications.

Find out if you really love writing.

Because that’s what the candidate’s answer really revealed to me.

Why hire someone for a position if it wasn’t something they enjoyed doing on their own?

I have to write. It’s a big part of who I am. It’s why I have two personal blogs and regularly write freelance articles for magazines.

I need to write. Want to write. Love to write.

What’s writing to you?