Monday, 19 October 2015

What happens after the Job Interview

Dear Readers, 

I have talked  a lot about Job interviews in my earlier posts -  My Three Interview Questions (Click here) and  Common Interview Questions (Click here)

In this post , I will write about the crucial activities and decisions after interviewing a candidate and issuing the offer letter.  

This post is mainly for people who make the hiring decision.

So, the interview is over and the candidate has been selected by the  technical Interview Panel as well as the HR panel.  The candidate has provided reference contact numbers , scanned copies of his pay slips for the last 3 months. 

For crucial positions , it is mandatory to do reference checks diligently. While reference checking, it is advisable to check with the candidate's immediate supervisor. Apart from the technical abilities, s/he can give important inputs about the personality, teaming and other softer aspects which are very important for the person to gel in the culture of the organization

Sometimes , while reference checking,  the HR will understand that the former employer of the candidate is holding back something.  To address the same , a question can be asked like this . 

"X will be holding a very crucial role in the organization. Can you point out certain areas where he should be provided support or training ? " ... and you bet you will get an answer which will hold the clue  ! 

If you get a poor reference from one, check with other references which the candidate has provided.  Sometime, previous employers give poor feedback due to some personal conflict or exceptional events.  So, talk to a couple of references before you come to a conclusion. 

Three points to avoid : 

1.  As I have written in a previous post (click on links in the first line of this post) Appearance is important but do not get too biased about this while comparing candidates.  Emphasize on the appearance but do not Over emphasize.

2.   Beware of the "Halo Effect" : If the candidate is a reference from a very senior person in the organization or if s/he has done exceptionally well in a part of the tests or any such things, do not let it affect the overall decision making process to lean towards the candidate. Judge him without bias and without the "Halo".

3.  Similarity with you : If the candidate has similar interests, same school, same hometown etc., you might get leaned towards him . Let reason prevail and do not succumb to this. 

And then the most important part : Making the offer and finalizing the Salary !


You have already asked for the salary expectation from the candidate.  And you also have a certain range in mind which fits in with the salary structure of the organization for the vacant position. 

A few important things to keep in mind : 

  • Do not make any offer which will destroy the balance in the team/organization.  Yes, the position might be very crucial but if the offered salary is way above the employees doing similar work, then there eventually will be dissatisfaction in the team leading to attrition, conflict and disharmony.

  • We should not go beyond 20 - 25 % hike based on the salary history of the candidate. Yes, exceptions will be there when we might have to bring up the salary level of the candidate upto the organizations standard, but not otherwise.  Another exception might be the skill or capability of a candidate which is not there in the organization

  • Remember that salary is not the only thing. There are other aspects like leave policy, bonus or retention scheme, flexi hours and other benefits which should be highlighted while communicating with the candidate. 

  • Do not under estimate the power of the grapevine ... So do not communicate anything saying "please do not disclose ... "

  • Do not make verbal promises . Put it is in writing in some way or the other. 

So, the negotiations, agreements communications are done and job offer has been made.  After a few days or maybe 1-2 weeks before the joining date, the candidate calls up and says that his organization has made a counter offer and increased his salary so he cannot join or can join only if you increase the salary. 

Never ever go back to amend the offer again. 

Either the candidate is fooling you and does not want to join. Or he is plain and simple greedy and wants to maximize his change. Even if his organization has truly made a counter offer, he should understand that his skills are needed only "now".  Usually in such situations , once the need is over, a replacement/backup is identified to mitigate the risk of the candidate leaving.  

And of course , during the usual  annual hike , the candidate will be told that since his salary has been increased out of turn, his increment has been "adjusted " !! 

Lastly, it is a good practice to inform the "rejected " candidates that the position has been filled up.  

This shows the professionalism of the organization. 


  1. The article, articulates the experience of the author in the field. Well researched and written to reflect current scenario.