Being on the employer side of business instead of the one searching for a job can make it seem as though you’ve got all the advantages.
However, finding the right employee for your organisation is a tricky proposition. Not only will you have to carefully read between the lines of your prospect’s CV, you’ll have to determine if he or she is a correct fit for your organization.
What’s more, each applicant will have to be evaluated as to their potential longevity with the company. The last thing you want to do is spend a large amount of time screening a pool of applicants, painstakingly select the perfect one, train them for months, and then have them leave you within a short period of time.
Once you’ve determined the unique needs and requirements of the position and your strategy for selecting the ideal candidate, it’s time to focus on the interview process. While there are many interview guides for job candidates, employers as well can suffer from lack of knowledge regarding interview techniques and etiquette. Many executives actually become quite nervous at the idea of meeting and greeting a candidate.
Assuming you’ve screened candidates properly, and are awaiting a meeting with an excellent prospect, there are several tips to follow for a great interview.
Make a Good First Impression
Remember that the candidate is also screening your company for an appropriate fit. Be sure to have a tidy, clean space for receiving your candidate. Organise any loose papers neatly in lever arch files to eliminate clutter, and offer water or coffee. Dress in professional clothing (appropriate to your industry) and introduce yourself in a friendly manner, stating your full name and title. You may chat a bit about the weather or other neutral subjects but try to keep small talk to a minimum.
Prepare in Advance
A good candidate will arrive well-prepared for the interview and you should do the same. Take the time to become acquainted with his or her CV and make notes to yourself about which points you’d like to learn more about. Being prepared with a lever arch file of carefully listed questions will help reduce any anxiety you may have about the meeting as well.
Ask Smart Questions
Your questions should help you relate your candidate’s knowledge, skills and abilities to the requirements of the position. Asking open-ended questions will allow him or her to expand upon certain subjects. It is fine to ask about past failures and how they were handled, or ask about why he or she is seeking a new job, but don’t try to trap them or test them under pressure. Record answers carefully and file them (along with your candidate’s CV) in a lever arch file for quick reference.
End on a Positive Note
Each and every candidate should be treated kindly and respectfully even if you know from the beginning you won’t be offering them the job. Thank him or her for their time, and advise them as to where you are in the hiring process so they’ll know when to expect a response from you. Once you’ve selected a candidate for a job offer, be sure to contact each person you interviewed to let them know that the position has been filled. You may also provide feedback, upon request, to those not selected.