Public Finance Blog

After 300+ blogs since 2018 (with no AI assistance), I’ve got to be upfront and say this week I have run out of new topics and insights to share. Therefore, I decided for the first time I was going to interview a professional outside our cottage industry to seek valuable information from the hiring managers’ perspective to share this week.

The First (Few) Impressions Of A Candidate

Our professional is in the medical field and hires therapists.  Her insight as a person who has been growing her business is very worthwhile in sharing, especially since she has over thirty employees and is consistently interviewing and hiring.  Her first insight was to make the applicant feel comfortable when the interview starts.  As she said to me, “Everyone, no matter how polished or experienced, shows signs of nervousness.”  If they don’t demonstrate any and are not somewhat uncomfortable, she is immediately on guard.  After the first five to ten minutes of asking genuine, non-business-related questions, she starts to form an opinion of the person in front of her.  This is an important point to share: an opinion of the candidate is being created in her mind before any specific business-related questions have been suggested.

Confirm Or Question

From that point on in the interview process, she is questioning herself as to whether that person is living up to her expectations or not.  Trying not to cause the self-fulfilling prophecy, but looking at the candidate with fresh eyes, which she says is extremely difficult to do.  That first impression is critical; the candidates have to realize that is where they are starting, and they can only go down from there.  Usually, there is no upside.  That’s not to say never, but it’s definitely hard to change that first impression. She is continually, with every additional question, either confirming her initial thought or questioning it.

Here Come The Sea Of Questions…

Assuming things are moving in the right way, the business-related questions start.  Here she is looking for the knowledge, but more importantly, the relevant case work experience they need to move to the next level.  Beth is looking for two basic areas to be covered in her mind.  The first is the level of communication about their experience: how well are they in stringing together their thoughts when asked deep-rooted questions? She is specifically looking to determine how well they can answer out-of-the-box questions, making her candidates really think and not just recite rote prepared questions.  The more the candidate can demonstrate this during the interview, the greater the likelihood of them receiving an offer.  She is in a candidate-driven market too, like you bankers and counsel, so she must act quickly to secure the professional she wants on her team.

The Crucial Point

As the interview progresses, she is forming in her mind the question: how well is this person going to fit in with her current team?  The importance of this mindful thought cannot be overlooked, and here’s the rub, you (the candidate) have no control over this… or maybe you do.  The candidate who is going to move forward must demonstrate a complete willingness to be a team player.  Not one who is only out for themselves, but one who will pitch in and work happily with others on the team.  As professional public finance bankers and attorneys, this is crucial, especially when overlap in clients and territories can become paramount.  This willingness to work with your associates, whether above or below you, needs to be demonstrated in the interview process, or no matter how good you are, you’re not going to get the coveted position you are seeking.  Take this advice the next time you find yourself being asked either general or business-specific questions and gracefully share your desire to be that team member, as that is crucial for you being given an offer.

Conclusion

You don’t need a resume to chat with us! If you would like to discuss your options, please reach out for a confidential conversation at 760-477-1284 or email at harlan@hfriedmansearch.com. He can also be reached on LinkedIn. Harlan publishes a blog every Thursday here. Subscribe to our monthly newsletter here, which is a compilation of our weekly blogs, so you never miss one. We have also been mentioned in Forbes this year, click HERE to read more.  

About Harlan Friedman, JD & Founding Member, H. Friedman Search LLC. Harlan is a thirty-year veteran Public Finance Banker turned recruiter who specializes in the placement of all levels Public Finance Bankers, Healthcare Bankers, Municipal Advisors, Compliance Officers, Issuers, and Bond Counsels.