How to Hire a Werewolf

A Fake Sunset for a Fake Werewolf

This is a special post. It is part of a promotional tour of blogs put together by Katie Elzer-Peters to promote her friend Christine Johnson’s new book, Claire de Lune, which a novel about a 16 year old girl who happens to be a werewolf. A bunch of different bloggers who write about all sorts of different things (except werewolves) are participating. You can find other blogs that are participating in this unique promotional tour at Katie’s blog, The Garden of Words. The reason All Business Answers is participating is because I love unique marketing concepts, and because Katie asked.

In the current economy, there are so many applicants for most available positions that, as a business owner, it can be difficult to sort through the resumes and find the perfect candidate for your organization. Perhaps, in that mass of possible new hires, you’ve encountered a werewolf. What should you know before the interview? Is this sort of inter-species hire the right move for your business?

The ins and outs of employing a werewolf can be confusing at first. It’s important to note that werewolves will not eat your clients! Lawyers are much more dangerous, especially in a group. And since all werewolves are female, hiring one is a great way to make your employee pool more diverse.

But what about the full moon, you ask? It’s true that most werewolves will have responsibilities to a pack, as well as certain ceremonies that they must attend. However, with the right flex-time clauses and good communication on both sides, everyone’s needs can be met in regards to work/wolf-life balance.

Werewolves need little sleep, which informal studies have indicated results in excellent productivity rates. Their special insight into the lives of non-human species brings a wealth of new marketing opportunities. Increased speed and hyper-acute senses make them especially observant. They can literally smell a quality-control issue a mile away.

Often, werewolves possess special skills, such as the capability to hear people from far away, or the ability to open locks without a key. You’ll want to ask about these during the interview process, both to determine how they might help you and your business, as well as to determine if there are any special precautions you might want to take.

Other questions you might want to consider – or consult your HR department about – prior to interviewing a werewolf:

  • Dietary restrictions – werewolves are notorious carnivores, and need to have access to appropriate food.
  • Dress code – werewolves often dress to accommodate quick transformations. Make sure you’re both on the same page about what’s appropriate for the office.
  • Confidentiality – some werewolves are more sensitive about keeping their identities a secret. You’ll want to consult with HR or the legal department if the candidate demands a confidentiality clause.
  • Benefits – some health plans won’t cover lycanthropy-related diseases or injuries, and dental plans are almost always restricted to human teeth. Check with your company’s benefits providers to ensure that you’re offering acceptable coverage.

Should you have any other questions about werewolves as employees, check out and CLAIRE DE LUNE.

Creative Commons License photo credit: Kevin Lawver

Christine Johnson is the author of Claire de Lune.

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