locations and like the leasing experience of a prospect the first one to respond might win . In the old days it was the “ Rule of 3 ” to interview . 3 different people , 3 different times and 3 different places . It could be the CM , SM and Regional Maintenance , different times and one via phone , one in person and one via Zoom . Let us tighten that up with a new “ Rule of 2 ” if possible and if you like the candidate at the first interview get their references then and start checking . I cannot tell you how many times I have heard “ we are still waiting on references ”.
4 . Communicate all along the way
Let them know the process right away on first contact and what it will entail . I . e ., Who will be interviewing and why , what your background check process looks like and how long , how to complete the drug testing if you have it , any pre-assessments that you must take . There are so many managers that just assume the candidates know what will happen when every company is different . It is also important to check in frequently to make sure they know what stage they are at and how much longer it will be till the green light is given . Everyone
probably has a story of when you lost someone in the background stage . Looking for a new job is stressful in and of itself and throw in the interviewing , assessments , background check , etc . and that is a lot to deal with . All of us at one time or another have gone through this . Think back on your best experience you had- what was it that kept you calm , excited and limited the stress . I bet it had to do with the communication .
Post-hire
1 . Deliver a learning map
What is the first day , first week , 30 / 60 / 90 days going to look like . It should be spelled out with the understanding that it might not work exactly like that , but everyone is going to try their best . There needs to be a combination of learning activities . Some can be in person , virtual , on-line , self-activity , etc . One size does
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