Always keep in mind that a job candidate’s answers to your inquiries do not determine whether you will hire them. In order to determine whether joining your firm is the best course of action for them, candidates are also interviewing you and researching the organization that you represent. This is particularly true in competitive job markets or when hiring highly competent job candidates who have the financial means to be picky as well as passive prospects. To put it another way, the interview is a chance for both people to excel.
The last thing you want is for a job applicant to become so dissatisfied with your interviewing method and procedure that they inform other potential candidates about their poor experience with your business or write a terrible review online. Your employer brand might suffer as a result.
Get to know every applicant.
The person conducting the interview is a reflection of the employing firm. Candidates will thus want to be greeted by someone who is kind, attentive, and concerned about their professional progress. the interview before:
Learn their names so you can establish a connection.
Examine the resumes of each applicant before the interview. You don’t want to take up interview time by reading your resume aloud or going over the same material twice.
Make a list of questions that are specific to their particular job history and address any points that need explanation or clarification. Prepare inquiries on how their backgrounds and qualifications relate to the available positions as well.
Arrange the interviews.
Each job applicant should have a positive interview experience with your business, and you should show consideration for their time. As a result:
Make the interview process as efficient as you can. Take the initial phone interview, the in-person interview, the follow-up interview, and the final interview, for instance, and reduce them into a few stages. This is for simplicity’s sake and to save job hopefuls from being overwhelmed and frustrated.
Pay attention to your actions, tone, and body language.
If you’ve had problems filling the position, the interview process may become meticulous and tiresome for you. But be careful not to let this come across poorly to the interviewee and bleed into the conversation.
Keep your eyes on the applicant and your attention on them. Avoid looking around the room or at your notes off-screen since these actions might come across as impolite and disinterested. Explain what you’re doing if you need to look down at your notes.
Utilize your listening abilities.
Pay close attention to what the candidates are saying. Candidates’ responses to interview questions provide insight into their thought processes and priorities. It may also reveal certain warning signs to look out for.
Pay close attention to successes and tales that reveal drive and initiative. During this conversation, take note of if the applicant comes across as more self-assured or conceited. And how much enthusiasm and desire do they exhibit?
Ask the appropriate questions
Start the interview by eliciting information from the candidate about your business. This saves you important interview time since, at this point in the hiring process, the candidate should already be familiar with the organization. You can determine how much preparation and research a candidate has done by asking them this.
You should also find out why they are drawn to the job and your business. This will show how driven, passionate, and devoted they are.
Follow up at the end of the interview
The final question does not mark the conclusion of the interview process. Always ask the candidate if they have any other questions before ending an interview. Then:
Give a schedule for when the applicant may anticipate hearing from you, and go over the following phases in the hiring procedure. Do what you say you’re going to do, and be clear in your communication. Many job seekers express irritation at not receiving a response from an employer after investing their precious time in an interview. Nobody likes to feel unjustifiably ignored or rejected.
Transparency and professionalism convey a lot about your employer brand to others.
