BEFORE THE INTERVIEW…
Ditch the boring job descriptions
Firstly, you need to make the job appealing to attract candidates. Too many employers issue job descriptions outlining tasks, duties and minimum requirements. The generic content often gives no insight into what it is like to work for your organisation.
Empathise with candidates and get into their zone. Promote the job by adding excitement, demonstrate your company culture and ethos and show that you provide great career development opportunities. Better still, create a short informal video and talk about the job and your company on camera with clips from your team members. Video is much more engaging than boring text.
Respect all candidates and communicate
It might be a nightmare to process hundreds of applicants – that’s where video interviewing can come in very handy – but the application process shouldn’t be a ‘black hole’ as it’s often referred to in recruitment circles. Candidates should always be informed where they stand with clear communication, whether or not they are selected for an interview.
Review the CV again before the interview
Be prepared and read the candidate’s CV again just before you meet so that you know a bit about the person and where they are currently working. The candidate is assessing you as much as you are assessing the candidate.
Be punctual for the interview
You expect your candidates to arrive on time for the interview. And so should you! Don’t keep the candidate waiting. Any longer than five minutes is unacceptable. Again, empathise – Think what the candidate is thinking and make sure you create the right impression for you and your organisation.
First impressions count
Candidates in an interview situation are typically nervous with heightened senses. They will notice the smallest details and observe your body language so make sure you are well prepared and ready with good questions.
Engage with your candidates
Treat your interviewees as you would your best customer. Open the conversation with some small talk to act as an ice-breaker. You want to make them feel comfortable before launching into your interview questions. Make sure your interview style is open and engaging. An intimidating or patronising approach will serve no purpose. If you ease a candidate’s nerves it will be much easier to gauge how you think that person would fit in your workplace.
Introduce to work colleagues
It’s a good idea to have other stakeholders in the hiring process on stand-by at the time of the interview. If you have a strong candidate in front of you, you could then introduce him/her to others – perhaps the department head. The ideal situation would be to roll this interview into a second interview to advance the process, but even if it is just a quick ‘hello’ this will engage the candidate more and help to get buy in.
AFTER THE INTERVIEW…
If you like the candidate and feel he/she is well matched to the job and your organisation, you need to follow up immediately. Good talent gets snapped up quickly so make sure you communicate with next steps (or better still, the job offer) before other employers woo the candidate. Many great candidates are lost due to the employer’s delay in the hiring process. If you want the best in a candidate driven market, you have to move fast.