Do you want to ensure that there’s more chance of you getting the right person for your business? These 10 helpful tips will help you set the perfect conditions to bring out the best from your job candidates.
1 Have you booked the interview for a reasonable time?
Considering the situation of the candidate (i.e. working full-time, has a young child, has to travel 3 hours to interview), have you booked the interview at a reasonable time, or are you setting them up to fail?
2. Are you dressed appropriately?
Especially if you work in a casual-dress office, make sure you are dressed in an appropriate manner – not too casual or unprofessional, nor offensive. You expect candidates to dress the part, so you should too. Remember, candidates can be put off by a company’s image and attitude on the day, so make sure you consider how you are presenting yourself and therefore the company.
3. Are you on time?
You expect candidates to be on time, so you should respect their time and effort by being punctual yourselves. Fine, you may feel that you have the authority to be late because you’re busy – but so are they, and you need to be careful with the first impression of the company that your lateness conveys.
4. Do you have the right attitude?
Yes, you might interview candidates all the time, meaning the task has become arduous, but this candidate potentially wants to work for you! The least you can do is feign interest for an hour.
5. Are you selling the role/your company?
As an interviewer, you are the face of the company for this candidate. Their interview experience should leave them feeling excited about working with you and your company, so it is solely your goal to achieve this. You don’t want to assume that this is their only option, or act in a way that suggests you can do no wrong in their eyes.
6. Are you being reasonable with your questioning?
It’s all very well grilling a candidate to test commitment, motivations or their ability to deal with pressure, but you need to be reasonable with how much you push them.
7. Does the office know you’re conducting interviews?
Have you booked a room? Have you let the office know that people will be coming in? Have you let your colleagues know how to greet the interviewees, and where to ask them to wait? These are all important steps that you or your colleagues need to have taken beforehand.
8. Are you making effective notes?
As the only one(s) to experience the interview, you need to ensure your notes are legible, truthful and logical, therefore meaning your decisions are accountable. There are a few tricks to remaining impartial, whilst still conveying what happened. For example, rather than noting ‘aggressive behaviour’, write ‘they interrupted the interviewer in order to make their point.’ This allows other people reading the information to make up their own minds rather than relying on your opinion.
9. Can you provide constructive feedback?
Are you providing feedback?” This is especially true for face to face interviews. If a candidate has made the effort to turn up, then at least some basic feedback should be provided. This will eventually improve alongside better note-taking, but keep feedback in the back of your mind during the interview, such as why this person is doing well/badly, or how they compare to other applicants.
10. Has the entire recruitment process been outlined?
Do you remember how infuriating it was to be left hanging after an interview, desperately wondering whether you did well enough to get the job? It’s almost maddening, as you can think of little else during this period. Are you outlining what the overall (potential) process will entail? At least giving the candidate a rough idea of what might happen next within reasonable timescales will alleviate a lot of this worry, not to mention the improved experience that candidates will definitely notice and appreciate.