When you’re trying to fill an open position, the way to do it is by finding the best candidate in the applicant pool, and then offering them the position, right?
Well, sort of.
You can go this route, and it’s particularly tempting after you’ve reviewed all of the candidates, phone interviewed many of them, brought several of them in for in-person interviews, and brought a few in for MORE in-person interviews, ALL while trying to keep up with the workload in your short-staffed shop.
“Let’s just hire the best available candidate, and we’ll move forward from there.” (After all, any deficiencies they have can be made up for through some super-awesome training and coaching on my part!)
Problem is, if your top candidate doesn’t cross the Threshold of Hireability, you aren’t doing yourself any favors. Any time I’m deciding whether or not to extend a job offer, the most…
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