Heather Campbell

Definitely early on when we have our kickoff call, we talk through the whole process, everything that I'm going to be doing and then everything that I have as far as an expectation from them. I'm getting some bandwidth off their plate by probably helping to manage schedules and getting holds on their calendars. So that gets a little buy-in because they're like, oh, this makes things easy.

Definitely early on when we have our kickoff call, we talk through the whole process, everything that I'm going to be doing and then everything that I have as far as an expectation from them. I'm getting some bandwidth off their plate by probably helping to manage schedules and getting holds on their calendars. So that gets a little buy-in because they're like, oh, this makes things easy.

But then a part of that scheduling of interviews, I just kind of assume that we're going to also schedule the prep call before all those interviews happen. So I think I start early with talking through that. Oftentimes, buy-in isn't too difficult, but they may need like I'll tailor the amount of prep that I do based on how much they do.

But then a part of that scheduling of interviews, I just kind of assume that we're going to also schedule the prep call before all those interviews happen. So I think I start early with talking through that. Oftentimes, buy-in isn't too difficult, but they may need like I'll tailor the amount of prep that I do based on how much they do.

So if the interview is with HR first off, they've got their standard list of questions. There's maybe a little bit less that I have to do.

So if the interview is with HR first off, they've got their standard list of questions. There's maybe a little bit less that I have to do.

But then oftentimes we'll get a panel involved and there'll be three or four people from the organization that they value this idea of having an interview guide in front of them, being assigned questions and going through those together to say, who's going to say what? And does this question make like sound like you? Is it something that's kind of authentic to what you will want to say?

But then oftentimes we'll get a panel involved and there'll be three or four people from the organization that they value this idea of having an interview guide in front of them, being assigned questions and going through those together to say, who's going to say what? And does this question make like sound like you? Is it something that's kind of authentic to what you will want to say?

And so I would say it's pretty rare that we get any sort of feedback. We do get a lot of feedback on the back end. In fact, just recently, I had a whole group of a panel say this was the most organized, focused process we've ever had because of just how detailed you were.

And so I would say it's pretty rare that we get any sort of feedback. We do get a lot of feedback on the back end. In fact, just recently, I had a whole group of a panel say this was the most organized, focused process we've ever had because of just how detailed you were.

I think I would suggest that we try it. I think equity, there's a lot of organizations that are starting to, you know, sort of start a journey from a diversity, equity and inclusion standpoint. And oftentimes they don't understand that that can start all the way at the interview process, not just when they've onboarded. somebody to make sure that they have a good experience with an organization.

I think I would suggest that we try it. I think equity, there's a lot of organizations that are starting to, you know, sort of start a journey from a diversity, equity and inclusion standpoint. And oftentimes they don't understand that that can start all the way at the interview process, not just when they've onboarded. somebody to make sure that they have a good experience with an organization.

It is essential that everybody is being asked the same questions and that an organization is treating folks with dignity and respect through that instead of just throwing them into an interview process that probably doesn't look very good.

It is essential that everybody is being asked the same questions and that an organization is treating folks with dignity and respect through that instead of just throwing them into an interview process that probably doesn't look very good.

And so I think being able to educate them on me supporting that part of the process typically gets people to sort of say, okay, yeah, at least we'll meet with you for a half hour. Yeah.

And so I think being able to educate them on me supporting that part of the process typically gets people to sort of say, okay, yeah, at least we'll meet with you for a half hour. Yeah.

Yeah, with the client prep, it's pretty basic. Again, we talk about the scheduling of the interviews and put together this interview guide that gets sent over to them a few days before the prep so that everybody involved, whether it's one person or four or five in a panel, gets to see it. So everybody involved gets to have a little bit of input. So we start off first, I talk about logistics.

Yeah, with the client prep, it's pretty basic. Again, we talk about the scheduling of the interviews and put together this interview guide that gets sent over to them a few days before the prep so that everybody involved, whether it's one person or four or five in a panel, gets to see it. So everybody involved gets to have a little bit of input. So we start off first, I talk about logistics.

Everybody got the calendar invites. What are the goals of the interview? Again, it is to evaluate a candidate, but it's also to show... the candidate a really good experience because they are ultimately evaluating anybody involved in the interview process as well.

Everybody got the calendar invites. What are the goals of the interview? Again, it is to evaluate a candidate, but it's also to show... the candidate a really good experience because they are ultimately evaluating anybody involved in the interview process as well.