2. Recruiter prep
Determine the purpose of the interview
“The basic purpose of job interviews are to first provide you with valuable insight into
a candidate's credentials and core values, and second, to allow the candidate to
determine if their career goals match up with your company's opportunities and
goals.”
Know WHY someone should work for your company.
Know your company culture and main selling points.
Improve your application/screening process before giving interviews.
Understand the position requirements.
Be clear with your interview expectations both to the candidate and the hiring
manager.
First impressions are very important.
3. Interview Questions
Be creative and consistent when questioning a candidate.
Consistent questions allow recruiters to: “compare perspective candidates,
uncover red flags, and determine who has the best chance of becoming a
productive, engaged, and most importantly, retained employee.”
Questions asked by candidates reveal their preparedness, interest,
and expose any red flags and should be taken highly into
consideration when deciding if they are a good fit for the company.
Ask quantifiable questions to limit the emotion in the interview
process and reveal the truth about whether your candidates are
qualified, interested, and will accept job offers extended.
4. Interviews
The goal of an interview is to provide a positive candidate experience.
Interviews typically consist of three parts: open, exchange of
information, and close.
A screening interview, typically a short, phone interview, will help to
screen out candidates so no one’s time is wasted.
A courtesy interview typically results from a strong candidate that just
doesn’t fit into current requisitions.
Always be prepared for a general interview by making sure to review the
candidate’s resume/application and ask questions that will screen out
anyone who isn’t a good fit for the available job.
A behavioral interview demonstrates that your company cares about
finding a candidate properly suited, behaviorally, to the open position.
Panel interviews help save time and money from conducting multiple
interviews and allow the interviewers and candidates to be able to fully
understand the expectations of each other and the requirements of
requisition.
5. Future Actions
Always look for people to add to your professional network.
“Networking is the number one method of identifying top talent.”
Keep in touch with candidates and potential future employees.
Having effective brand awareness can help recruiters be remembered
by past candidates and lead to future business with them or others
who were referred by them.
Don’t let the good candidates “get away” just because they don’t fill a
current requisition.
