Points well taken…major decisions on either side (employer or employee) are best made with the collaborative input of those that have the most at risk.

Thanks Kathi…

Something you didn’t mention, though, is that meeting the spouse allows the interviewer to investigate how committed the spouse is to the position. It is also an opportunity to positively influence the other half of the decision-making couple. Always invite the spouse, arrange for a tour of the area, and include her in a casual dinner so she can meet some of the players.

Thanks for the great additions. Your thoughts are insightful and spot-on. A cultural fit based upon value alignment will greatly enhance the odds of a new hire sticking…Thanks again Erin.

Great post. I would also add LOTS of discussion around culture. This is probably the most important piece (that often gets missed while people are looking for bullet points on a resume!)

I love your idea about including the spouse. I would have deep discussions over dinner about morals, values, ethics and goals. There has to be alignment in these issues!!

Additionally, I would suggest that the other C-level execs have peer discussions to ensure there is “chemistry.” These folks will need to work together and leverage their strengths, so they should be included in the interview process before a hire is made.