1. They don’t exhibit your core values
Most organizations have developed a
list of core values that they live by. All
employees should exhibit these values
to achieve team cohesiveness. Use
the resume and cover letter to establish
the skill portion of the role. In the
interview to ask a series of questions
that uncover if they have the same
core values you do.
Example….if Teamwork is one of your
core values then test for it. Craft a series
of situational questions that test their
willingness to help out a team mem-
ber, even at a personal or role sacrifice.
Through this method, you can weed
out some candidates who just didn’t
share the same values.
2. They would have to take a pay cut
This is the hardest warning sign to stay
accountable to but perhaps the most
important. Every business owner has
come across this difficult situation:
finding a great potential employee
but not having the budget to pay them
what they were used to making. If this
candidate is willing to take a pay de-
crease for the job, it seems that you’ve
hit the jackpot. An A-list employee
within your budget – life is awesome.
Life is awesome until that employee
gets their first paycheque and realizes
that they now have to cut their current
lifestyle to accommodate their new
financial reality. This moment is the
first of many that whittle away at the
excitement of their new opportunity.
Look for candidates that view this
as a step up in opportunity both in
compensation and responsibility. If
you have truly found a rockstar but it
is more than you expected to budget
for then either reevaluate what you
can pay and start them at the same
or higher compensation than they are
currently experiencing or set a time
in the near future where you can fea-
sibly raise them to a higher level once
they are proving their worth.
3. They have a different definition of
work-life balance
In the end, the process is worth it.
Implement and maintain a standard
of non-negotiables in your hiring pro-
cess. Demand a high level of ambition
and passion from your employees and
look for this dedication throughout
your recruiting and interviewing.
Millennials make up over 30% of the
workforce. The term “work-life”
balance means something different to
every person and every generation. It
is important to ask in every interview
“what are you looking for in a job” and
“what does work-life balance mean
to you”?
As you listen to the answers you can
probe further into what this balance
looks like on a day to day basis. Are they
going to be happy over time working
nights and weekends? Do they under-
stand that part of the job is staying
with that upset patient a half hour
over their shift end time? Are they look-
ing to grow further in this role and see it
as a career opportunity?
You want people that want to love
what they do - feel passionate every
day, and believe in what they do. If you
surround yourself with people that are
all rowing the boat in the same direc-
tion AND love to paddle – you’ll get
there faster and enjoy the ride more.
4. They don’t interview YOU
The best employees are the ones that
personalized their resumes and cover
letters, came prepared to the interview
(researched the company and the role)
and prepared a list of questions. How
committed are people that accept
a job offer without knowing much
about the company or role? Those are
people simply looking for something
else and not something right. End the
interview by being interviewed by the
candidate.
Kevin Wilhelm is the President of
Marketing4ECPs – a digital agency
focused on providing marketing solu-
tions for eye care professionals. To
learn more about our digital market-
ing program, visit our website at
www.Marketing4ECPs.com.
EYE FOCUS | June Digital 2018 25