Hello Reader,
As a former recruitment agency owner who has placed thousands of professionals throughout my career, I've witnessed the full spectrum of interview etiquette. As one recruiter friend recently said, "We could write a book on the subject!" - and many have.
But sometimes personal experiences teach us the most powerful lessons. I'll never forget an early job interview that shaped my entire understanding of workplace culture and candidate experience.
When I Was a Young Student...
Back when Craigslist was fairly new (I know, I'm aging myself), I answered an ad for a piece of furniture. While picking it up, I started chatting with the seller - those who know me know how much I love small talk. When he learned I was studying marketing and advertising, he gave me his card and asked me to send my resume. Turns out, he ran the marketing department at an established quick service food brand in downtown Toronto.
I diligently polished my resume and sent it the next morning. To my surprise, I received an invitation from the CEO's assistant requesting an interview at their Toronto headquarters. My chance meeting had somehow landed me an interview directly with the CEO! - one of my first professional job interviews!
I arrived wearing my best suit and was escorted into the CEO's impressive office with its mahogany furniture. He stood to greet me and directed me to a small table near his desk. His presence was intimidating, though I couldn't tell if it was his position that made me uncomfortable or something else.
As the interview progressed, he asked question after question, which I answered to his apparent satisfaction. Suddenly, his assistant entered, apologizing profusely for the interruption. She needed him to sign a document. Her hand trembled visibly as she approached our table. He grabbed the paper abruptly, signed it while berating her for interrupting, then dismissed her.
After she left, still shaking, he turned to me and casually continued the interview as if nothing had happened.
The Moment That Changed Everything
This wasn't just a breach of professional etiquette - it was a window into the company's culture and leadership. The CEO's behaviour revealed what working there would truly be like, regardless of the job description or compensation package.
It also made me question why the Head of Marketing had arranged for me to meet the CEO directly, bypassing the usual interview channels. Was this a warning sign I had missed? Perhaps he was all too familiar with the CEO's heavy-handed approach and belligerent treatment of staff. Maybe this was a deliberate test - the CEO wanting to see firsthand if I could "handle" his management style before allowing the marketing team to proceed with a hire. Or perhaps this was simply how all potential marketing hires were vetted, ensuring they understood who truly controlled the creative decisions regardless of title or department.
Whatever the reasoning, I realized this unusual interview path was likely another symptom of a dysfunctional workplace where proper protocols were secondary to the CEO's whims. His domineering presence in areas outside his expertise - like interviewing junior marketing candidates - suggested a micromanager who didn't trust his leadership team to make their own hiring decisions.
What he failed to realize was that while he was evaluating me, I was evaluating him and his organization just as carefully. The way he treated someone in a presumably subordinate position told me everything I needed to know about his character and management style.
As he wrapped up the interview with a self-satisfied smile, he delivered what he clearly thought was sage advice: "Lesson for you. Never work with your spouse." (motioning to the door where the assistant had just left through).
The revelation hit me like a thunderbolt. The woman he had just humiliated wasn't merely an assistant - she was his wife. This final piece of the puzzle cemented my decision before I even left the building. No job was worth entering an environment where people - let alone family members - were treated with such blatant disrespect.
Five Etiquette Essentials for Companies That Want Top Talent
Throughout my recruitment career, this experience informed how I matched candidates with opportunities. When companies didn't respect my recruiters, I recognized they weren't a fit for our business. And when they showed disregard for the candidate experience, it often signalled it was time to part ways.
In today's challenging job market, companies cannot afford to overlook candidate experience. Here are key insights for organizations serious about attracting and securing the best talent:
- Remember that every interaction is a showcase of your culture. Candidates will judge your entire organization based on how they're treated during the hiring process. This includes how they see others being treated around them.
- Recognize the power of authenticity. When a leader's behaviour contradicts the company's stated values, candidates notice immediately. This misalignment creates distrust before the employment relationship even begins.
- Understand that candidates have choices. Top talent evaluates potential employers as rigorously as they're being evaluated. One negative experience can permanently remove your company from consideration.
- Provide closure and respect regardless of outcome. Keep candidates informed throughout the process and provide thoughtful feedback even when declining them. This maintains your employer brand and reputation.
- Train your hiring managers in interview etiquette. Many technical experts are promoted without proper training in people skills. Ensure everyone representing your organization understands the impact of their behaviour.
The Bottom Line
That CEO never realized he lost a potentially valuable team member that day. His behaviour during our interview - and his telling remark about working with his spouse - revealed the toxic environment he had created.
The interview process isn't just about finding the right person for your company - it's about convincing the right person that your company is worth joining.
Remember: candidates aren't just evaluating the job; they're evaluating the entire experience of working with you. What story is your interview process telling?
Launch Progress Update
The Boost Academy of Excellence website is almost done! I'm currently deep in workshop design and curriculum writing, among other exciting developments. I'm targeting a June launch if all goes well. The to-do list seems never-ending, but we're making steady progress! Newsletter subscribers will be the first to know when we're open for business.
I've been sharing content with you weekly for months now, and your engagement means the world to me. I'd love to hear your feedback on this or any previous newsletters. Also, if you find value in these insights, please consider sharing them with colleagues or friends who might benefit from this content. Your support helps the Boost Academy of Excellence community grow!
Warm regards,
Trina Boos
Founder & CEO
Boost Academy of Excellence
