After the initial selection and while you are assembling your RFP components, it is time to do some real-time vetting of the candidates.
It’s time to meet people face to face. And, as you know from reading in this space before, NOTHING REPLACES FACE TO FACE.
Where? Is there a show that falls near the start of your process that is accessible to some, if not all, of the parties? Can they come to you? Can you go to them? A neutral location works best for all.
How long? An hour interview and/or lunch. Be brief and to the point. be prepared in advance with questions or data from your reference checks.
With whom? Try to keep the meeting to fewer than 4 people total (2 of them, 2 of your team). Fewer is better and you are in charge of the meeting.
What do you talk about? Spend a few minutes exchanging pleasantries to get to know them as people. Then ask questions from a prepared list. Get to the point, ask things that are relevant (none of those “if you were an animal….”). Keeping to the script is up to you, but more important to see how and where the conversation goes–you could learn things if you do venture off a scripted path. But like any good interviewer, make sure you cover the points you want to learn about.
What about after the meetings? After each meeting, make sure your notes are in order. Make notes about key discoveries while they are fresh in your mind. Huddle with your team to compare those notes and discuss what each of you saw. Having one more pair of eyes and ears is important in helping you toward a solid final decision.
This is about gathering information. Collect it and then be decisive about what it tells you.
Relentless
