When you take on a new employee, you hire more than just a person. You hire a result. Your goal is to enhance your company by matching business needs and potential with the applicant who has the right qualifications and cultural fit to realize them. The job interview is a key step in this strategic process.
Do Your Homework
Before an interview, learn as much as you can about the candidate. Then you can more quickly launch a productive discussion.
- Dissect their resume and support materials. Don’t just scan – analyze. In addition to buzzwords that identify skills, proficiencies and experience, read between the lines. Look for cultural alignment by digging for details on a candidate’s personal goals, vision and interests.
- Google the candidate. A person’s online presence is a yardstick to measure how well they will – or will not – flourish within your organization. Visit all their social media sites including Linkedin, Facebook, twitter, Pinterest and YouTube.
Make It Candidate Centric
An interview is a highly personal experience and one that candidates are likely to share with others later on. In a recent survey, 59 percent of applicants who felt they were treated with respect and a personal touch during their interviews said they would encourage others to join the company.
- Follow the Golden Rule. Treat every job seeker the way you’d expect to be treated. Be a person first and a hiring manager second. Anticipate hurdles and provide updates before being asked. Candidates respond more favorably when they realize that they are your top priority – as they should be.
- Convey the value of the job. Look for the pain points in an applicant’s current position and demonstrate how working for you could make them go away. Perhaps they’re frustrated with their current hours or their employer’s lack of flexibility. Let them know how you could change that for the better.
- Know when to talk and when to listen. You learn nothing about a candidate when you’re the one speaking. During an interview, the applicant should talk up to 90 percent of the time. Ask open-ended questions and delve deeper when all you get is a “yes” or “no” answer. As you listen, observe and learn about the individual’s personality and style.
Sell Your Company
When you interview someone, it’s not only a key dialogue about your possible future together. It’s also a chance to sell your company and the position on the table.
- Focus on your employment brand. This is the image you present in order to maximize the perceived value of working for your company. Message points may include industry or employer awards, corporate commitment to social responsibility, your location, favorable turnover rates and reputation, and attractive benefits and perks.
- Line up your “A” team. When determining who will conduct interviews, make sure your team is made up of true ambassadors who will champion the organization, its mission and the job.
- Describe your company mission and vision. Discuss where the organization is now and where it plans to be in one, two and five years. Demonstrate how the job coincides with that vision. Emphasize opportunities for growth and advancement.
Partnering with a specialized employment firm is a key asset as you perfect your talent search and interview process. If you would like to work with an expert, contact Contemporary Personnel Staffing and Professionals Incorporated today at (315) 457-2500 or firstname.lastname@example.org .