Become a Sunglass Hut Manager

• Interview troubles. The Interview gives the candidate the chance to demonstrate why he or she should be
considered. If they can’t sell themselves, they probably can’t sell sunglasses either. Keep moving.
• Audition issues. This is the candidate’s opportunity to show off some sales skills. If you think your candidate
interacts poorly with the Customer, it’s time to break it off.
There’s really only one thing to say to people who don’t pass the requirements. It’s no. You need to get really good at
getting the “no” message across to candidates who don’t meet our qualifications. Review these suggestions on when
and how to have the “no” conversation with the candidate:
• For Audition problems, say, “I’m very sorry, but we’ve decided to talk with other candidates at this time. Thank
you for your interest, and good luck!”
• Call the candidate and state that he or she didn’t meet the requirements of the contingent offer.
• To retract an offer based on a reference check, say, “I’m retracting the offer because the requirements of the
contingent offer weren’t met.”
STEP 7: CONTINGENT OFFER
The purpose of the contingent offer is to find out if your candidate is really interested in the job while you finalize the
hiring process. After candidates pass all the other steps in the interview process, Sunglass Hut offers candidates
employment on a contingent basis, depending on the results of their background check. The contingent offer is given
verbally.
Call with the good news or ask the candidate to stop by so you can deliver it in person. Let the candidate know you’re making a
verbal contingent offer that’s based upon passing a background check. In your conversation, be sure to tell the candidate the
salary you’ve arrived upon with your Supervisor, and also provide an idea of their starting hours. Also, make sure the candidate
understands that you expect him or her to stay at least a year with Sunglass Hut.
You can give the candidate a day to think about it—after all, we want to be sure they’re agreeing to a long-term commitment.
Ask the candidate to call you back the next day and confirm the decision. If the candidate doesn’t respond back within one
day give the candidate a call and leave one message. If you don’t hear back after leaving a message, it’s time to move on to the
next candidate.
What happens if the candidate declines the offer? Try to get some further information so you can decide whether you
should keep the candidate in your network or consider the candidate for future positions. It might be a simple matter of
timing. The next time you have an opening, this candidate might be a perfect fit.
STEP 8: BACKGROUND
Step eight of the select phase is the background. This important check
will help to ensure your candidate is the type of person they say they are.
After a candidate passes all the other steps in the interview process, but
before a contingent offer can transition into a formal offer, you must
facilitate the background check.
STEP 9: FORMAL OFFER
Step nine of the select phase is the Formal Offer. The purpose of the Formal
Offer is to seal the deal and make the offer final. When the candidate
accepts the contingent offer and passes background check, it’s time to make
the offer a formal one.
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