Sometimes, a half-empty coffee cup might get you hired … or not.
Because even though you’re not aware that you’re being judged about certain behavioral quirks, it helps to know that they might matter.
For starters, my first impressions usually form a true measure of whether I should hire a candidate or not.
That’s because as humans we give each other just five to 10 seconds to develop an initial impression. Then we wait another 20 seconds or so.
If it’s bad, you’re pretty much sunk.
If it’s good, things still might go downhill. Because second, third, and fourth impressions count, too.
Of the many criteria that go into making a final decision about whether to hire someone, I have two personal favorites.
You might be surprised to learn that neither has anything to do with resumes or credentials.
The first is, would I want to have lunch with this person? And, more importantly, would I be proud to introduce this person to our best clients?
I have another metric for hiring that might seem a bit unorthodox. By choice, I’ll go out into the lobby and meet the candidate without warning, introducing myself in the process with an outstretched hand.
Are they calm and collected or do they panic when I walk up? Do they introduce themselves and shake hands appropriately?
Are they smiling? Do they look me in the eye? Do they speak clearly, without mumbling?
Are they dressed appropriately for the interview? Not too fancy or too casual, which means they did their homework. Good start.
Serve as their bosses’ guardian angels
How the candidate interacts with our managers and my receptionist is important, as well. Let me remind you that many of them serve as their bosses’ guardian angels.
As anyone in sales knows, they can open doors for you or slam them shut. Treat them with respect.
Here’s where the question of coffee (or water) comes in.
When you’re asked if you’d like anything to drink, always accept the interviewer’s hospitality. It makes the interview landscape much more cordial.
The perfect answer is, “Yes, thank you, I would love a coffee (or water), if it’s not too much trouble,” or “Yes, thank you, if you’re having one, too.”
Then walk back to his/her office for the interview.
One office manager I know has a personal red-flag test, based on what the applicant does with their coffee/water cup after the interview. She says she won’t hire anyone who fails it.
First, this manager purposely walks the applicant down to the lunchroom to get a cup of whatever.
It’s all good until the interview is over.
Then, she pays attention to whether the applicant offers to take their cup back to the lunchroom. Or maybe they expect the manager or boss to clean up after them?
Offering to take your used coffee cup back to the kitchen indicates that you’re a team player, considerate of others, and care about the small details.
Managers take potential hires out for lunch
Meanwhile, perhaps you’ve wondered why managers take potential hires out for lunch or maybe dinner with a spouse/significant other, or out for a drink.
A slightly devious friend of mine likes to “tee up” the server to deliberately make a mistake on the applicant’s order. All to see how the applicant reacts to the “mistake.”
If they seem peeved, that’s not good. If they are cordial and understanding, they gain points.
How you treat restaurant staff is highly indicative of how you will treat staff that work with or for you.
Looking way back, I now look back to my interview with Nieman Marcus right out of college and easily pinpoint when and how I screwed up.
In the upscale store’s restaurant, I told the interviewer that with my background — we moved around a lot, mostly overseas —I felt comfortable among people like our fellow diners.
It screamed snob, elitist, and not willing to roll up my sleeves to help out. Don’t do that.
But always offer to take your half-empty coffee cup back to the break room.
Blair is co-founder of Manpower Staffing and can be reached at [email protected].
