Have you been experiencing a flood of
ding-dongs lately? Are they presenting for
open positions in which you would least
expect them to? Like open management
positions? I can remember when going
to an on-site interview meant something.
I remember when the interview was an
opportunity to make an impression,
show your worth to the prospective employer, and fact find—looking for nuggets about the organization and culture.
Has that gone out the window? Does anyone care about the values and culture of
the organization? It’s an amazing trend
and perhaps I’m the only one seeing it.
First, there is the well spoken ding-dong. This person presents with an
impressive resume with a lot of accomplishments and well documented achievements. When you phone interview him
he is well spoken, can gather his thoughts,
and actively listen without cutting you off
mid-sentence. However, when he shows
up for the in-person interview he is under
dressed. No tie? No suit? The presentation
Next, is the “um, ya know” ding-dong.
These people generally have an impres-
sive resume, otherwise, you would not
be talking with them. But when you do
talk with them they cannot complete a
sentence without uttering the sound
“um” or peppering every other word
with “ya know?” Really? I was in an in-
terview and after 30 minutes the “ums”
and “ya knows” started me drifting. They
caused me to lose interest in what the
candidate really had to say. So I started
counting the “ya know” comments. The
last 30 minutes of the interview I counted
75 “ya knows.” Divided by 30, that’s 2. 5
“ya knows” a minute! You have got to be
kidding me. This was for a management
position. Do I want to listen to 2. 5 “ya
knows” a minute every time I meet with
this person? No!
Then there is the “you owe me” ding-dong. This person is usually a student or
a per-diem employee who just does not
get it. She shows up late, calls off, is not
a team player, does not fit into the culture, and/or has had to have behavioral
issues corrected. However, when a position opens she missed the part about
on-the-job opportunities. Students can
really fall into this category. Directors all
understand—we were students once, as
well. We ancient fossils have been there.
I always tell my new radiology students:
“This is a two year job interview. When
a position becomes available you will be
rated on your performance as a student.”
They perform either sub-par or are mediocre. The goal is to hire the best candidate and the best fit, and these individuals often feel they are entitled.
The “blank stare” ding-dong is the
one with the “deer in the headlights”
look when you ask: “Do you have any
questions for me?” They have no job
questions, no culture questions, no val-
ue-mission questions, and/or no ques-
tions about how solid the organization
is. These candidates generally just want a
paycheck and could care less about where
they work. Do you really want them?
They will never “own” the organization
or department and you always want an
Finally, there is the “all encompassing” ding-dong, who is combination of
any and all of the above. They make you
wonder if they have ever been on a job
interview before. They make you want
to stand up and shout: “Are you kidding
me?!” You know within the first few minutes they are not a good fit.
I am finding an increasing trend of
these candidates showing up for interviews. Where did we get off track on the
job interview process with these folks?
You have to know how to act and sell
yourself in the first few minutes of the
interview. Do schools need to start formally teaching this? Are the teenagers of
today working less and not getting interview experience and this haunts them
into adulthood? I am seeing these traits
even in management interview candidates. The impeccably dressed candidate
who is well spoken and articulate and can
construct a well thought out, meaningful
resume seems to be a rarity.
I realize the interview process can be
daunting; however, the process is so important in choosing the right candidate.
Recruitment costs can be significant, the
right fit into a culture is critical. However, somewhere it seems we have forgotten the importance of speaking well,
presenting well, and having a resume
By Ed Yoder, MBA, MHA, RT(R), CRA, FAHRA
SEPTEMBER/OCTOBER 2014 RADIOLOGY MANAGEMENT 42
the bottom line