How Do You Hire?

I always recommend that people get used to doing business after-hours (or during meals) since that's when it's most likely to get done. I have a friend in HR that works for an employment agency who said the same thing, and wishes he could take every candidate for a drink at the bar across the street from him. I quoted him in one of my blogs… there's something about being in a non-work setting that brings out the real person. I met my current boss at a coffee shop during our negotiations prior to starting last year. I think this is common practice.

@Rebecca It makes a lot of sense. My current job was negotiated and created over an informal coffee date and then later, a chat in his office. Not a 'standard' interview. I love interacting with people over dinner or a drink, there's so much to learn and see in how they act!

I totally agree that it's best to interview candidates in an environment that's less scary, like a coffee shop or over a meal. Though I've had some interviews over lunch and they've been quite scary! But a lot of it has to do with thinking, “Do I order the salad or the burger that sounds so much better?,” or “Wow, I'm hungry and really want more bread.” It's like freaking out before a first date–do you eat before the interview so you don't pig out?

I never thought that interviewers where gauging how candidates interact with the wait staff, but it totally makes sense. I'm a big fan of having an interview over coffee. I find it takes some of the anxiety and pressure off and somehow still allows for the interviewer and candidate to connect. Thanks for sharing this article, Grace!

This is reminiscent of the Chinese way of doing business known as Guanxi. It's not translatable to English, but essentially involves knowing your potential colleague, joint partner, etc. very socially and over a long period of time before talking business. Relationship building and emotional bonding.

@Laura It is like a first date! I think the watching the way someone treats wait staff, people around you, friends, family can tell you so much. Obviously, in a job situation you don't always have that information so I think eating a meal is one of the best ways.

@Ari Very interesting. I haven't heard of Guanxi before although it makes a lot of sense practically and also to develop trust within a business relationship. Thanks for stopping by and sharing this, Ari!

Grace, I really like this mantra as well. Having a meal with someone is much less intimidating than a traditional interview, which can help you get a truer sense of what they're like as a person. I also think it's kind of hard to “fake it,” as some people may try to do in a normal interview, as you're eating and talking. Really, a meal or drink is sort of the ultimate test of is this a person you'd actual enjoy having in your office? Would you want to have another meal with them?

@Jackie It seems we all do. It is more personable. Maybe it's our generation, too?

It's interesting that we look for someone OUTSIDE of their work environment, to hire them to be in that work environment.

I'll be honest, I feel like saying a hundred things but nothing is going to my tongue.

The HR in me knows that this is a complete nightmare when looking at it from a legal stand point. Interviewing needs to be measurable, and it's hard to accurately measure someone's table manners, how they order food, and body language. All of those are usually just perceived by the interviewer and create the “gut” or “intuition” feeling. Hiring based off of gut or intuition is something i disagree heavily with.

With smaller, privately held companies people can get away with this, but in big time corporate world, legally it's not safe to carry out hiring practices like this.

With that said – I'm italian as well and I understand the importance of meal time conversations. I understand the lessons you can learn from someone by simply eating a meal together. I guess that is why first dates always tend to be dinner. You can surely learn a whole lot from someone in that situation, but I just don't see how it can be measurable.

This was interesting. As always, great job Grace!

Grace! I have just spent the last 20 minutes reading everything I have missed since Christmas on your blog. I am so glad I caught up! I really was captivated by this post because it's something I think a lot about once I am AT a job. Like, I wish there was that option to get to see the personal side of a boss figure too – what are they like at a meal?

Great perspectives on a really interesting article – and happy new year!

I think these Business execs should realize that anybody can run a business. They aren't special, nor should be considered intelligent. Look at Taylor. If I was there for an interview, the fact that she is fat almost instantly kills the deal for me. I don't care what she says or thinks. If she can't take care of her body, she can't take care of her business. And her success is artifical in one way or another. Why would I want to work with/for her?

If you want to look at real hiring practices, go look how some of the talened creative people in the movie business hire. Unlike Taylor, they don't ask questions that are the same as if you were getting hired at a big box store.

George – I must say that I'm offended by your comments. It's clear that you've obviously had some bad experiences with HR, and that's fair. I mean. So have I, but it's pretty low to bash all of HR, when clearly there are strong examples of HR folks doing exactly the opposite of what you say.

Before I talk to you in a calm manner, you should know that I've had lots of friends growing up…..yep, a ton. Friends from my neighborhood, friends from high school, friends from college, and close friends from the work place. I also believe I've had a real childhood. I'm not the first and only HR person to have this happen to me, so please, slow your roll.

The reason HR is sometimes a bit more strict than they should be (I admit, many times HR is way more strict than they should be) is because of the legal side to hiring that unless you go and research you'll have zero idea about. There is a whole world out there on the legality of hiring. What you can and can't do really depends on the size of a company. Things need to be measurable. Even though that can be boring, it is what it is.

Smaller companies can get away with going out to eat to get to know a candidate. But, in larger organizations, more legal boundaries are present and if something goes wrong, the company could literally lose millions of dollars, government contracts, and also human capital that is fired from the misconduct. Who takes the blame when this happens? HR. While the manager responsible for the debacle is disciplined, a faulty HR manager will lost his/her job 99% of the time for a lack of training.

It's HR's job to protect the company, while also building up skills and ability of current staff and future employees. Some strategic HR organizations do this really well, and some don't do it at all. You've obviously worked with some of the organizations that have failed miserably, so I understand your rather obnoxious comments.

While I'm offended, I also think you make points that many people have made. I'd love to talk to you offline about this, and even possibly have you guest post on my site. I run an HR/Recruiting blog and I have many HR folks that read. If you feel strong enough about this, then I urge you to voice your opinion more publicly and see if people will listen. E-mail me if you'd like – CornOnTheJob AT Gmail.com

@Beth Thank you! It is nice to interview the other person or the company as well. Company culture is important, especially in terms of growth for both parties. Thanks for sharing

Hey Grace, sorry it took so long to get back to you on this.

There are many styles and methodologies in interviewing, and most of them have a measurable component to them if done correctly. It gets more important with company size to not only make sure an interview is measurable, but to ensure that each candidate goes through the exact same process, or else the company and HR is at risk.

This doesn't mean that big organizations don't meet candidates for a drink or a meal, but they won't admit it is part of their formal interview process.

I have been on interviews where food was involved, it was the second interview for both situations and it was a fun way to meet the team. It can be a sticky situation, but most end up OK with no legal action taken against the employer.

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