When the face-to-face interview is perhaps the most important part of the process, why is it far too often the most poorly run? Even after reviewing our guide, do you still struggle to run consistent interviews that allow you to find the best candidates and sell them on your company? In this webinar, you’ll learn: - How to prep in 15 minutes flat. - How to make your candidate feel comfortable. - How to get all the information you need, consistently, in a 1-hour interview. - How to follow up effectively. Our presenter, Paul Slezak, has built market-leading businesses in the highly competitive recruitment industry. Over the last 20 years having worked for both an international publicly listed group as well as a global niche recruitment business, Paul has been a hands-on recruiter, manager, trainer, coach, mentor, and speaker across Australia, Asia, Europe and North America.

2. Follow me @paul_slezak.
Paul Slezak, Cofounder – RecruitLoop
“ I've been a hands on recruiter, manager, trainer,
coach, mentor, and regular speaker for the recruitment
industry for nearly 20 years.”

3. WHY IS IT OFTEN THE MOST POORLY
RUN?
When the face-to-face interview is one of the most
important parts of the recruitment process,

4. WHAT‟S IN STORE?
Deciding what type of interview you plan to run
How to make your candidate feel comfortable
How to extract all the essential information within an hour
Considering motivation and cultural fit
How to follow up effectively

5. One of the most overused phrases in businesses
today is that “our people are our greatest asset”.
So why is the interview process often
the first area to suffer?

7. YOUR ONE CHANCE TO MAKE
A LASTING FIRST IMPRESSION.

8. You can‟t walk in unprepared and expect to
run a professional interview
Defining success from the outset
PREPARE FOR THE INTERVIEW
IN LESS THAN 15 MINUTES.

9. WHAT TYPE OF INTERVIEW
DO YOU PLAN TO RUN?

10. How to make your candidate feel
comfortable
THE FIRST 5 MINUTES -

11. THE BODY OF THE INTERVIEW
Extracting all the essential information
Identifying the „diamond in the rough‟

12. YOU HAVE 2 EARS AND 1
MOUTH FOR A REASON.
Ask open ended questions.
Avoid asking leading questions.
Don‟t ask multiple questions.

13. HOW DO YOU DISTINGUISH BETWEEN
A CANDIDATE‟S SKILLS AND
COMPETENCIES?

14. The best way to determine how a candidate will
perform in your role is to
ASK QUESTIONS AROUND HOW THEY
PERFORMED A SIMILAR ROLE IN THE PAST.

15. S.T.A.R.

16. S - Situation

17. T - Task

18. A - Action

19. R - Result

20. CONTROL YOUR EMOTIONS.
WAIT 30 MINUTES.

21. THE 5 ESSENTIAL QUESTIONS
YOU MUST ASK.

22. Why are you really sitting in front of
me today?1

23. What are you ideally looking for in
your next position?2

24. What salary are you on now?
3

25. Who else is involved in your decision
making process?4

26. How will your manager react when
you resign?5

27. Considering motivation
and cultural fit.

28. Closing the interview and providing
candidate feedback.

29. IN SUMMARY
Structured Interview
Competency Based Questioning
Results Focused Assessment
Interview Bias Eliminated
Process Explained
Timely Feedback
S
C
R
I
P
T

30. Q&A

31. United States
1355 Market St, Suite 488
San Francisco, CA 94103,
United States
team@recruitloop.com
855 317 7226 | Tel
Thank You
Australia
Ground Floor, 608 Harris St
Ultimo, NSW 2007,
Australia
team@recruitloop.com
1300 769 796 | Tel