Preparing for the Candidate Interview

Preparing for the Candidate bewerberinterviewPreparing for the Candidate InterviewPreparing for the Candidate InterviewYour preparation for the interview has equipped you with a number of questions that will help you get to know and evaluate candidates. But theres plenty more to do before, during and after the interview. Follow these tipsBefore the InterviewPut Candidates at Ease Interviewing can be stressful, so do your best to help candidates relax. Make sure each candidate is greeted and escorted, if necessary, to the interview location. abflug with low-key questions.Dont Judge on First Impressions in the Interview Process Weve all met them people who dont make a great first impression but end up being great employees. To make sure you dont overlook these diamonds in the rough, withhold judgment until youve had the chance to thoroughly evaluate a candidates capabilities and potential.During the InterviewTell the Candidate a Little About the Job While you dont want to dominate the interview time, you should start with a brief summary of the position, including the prime responsibilities, reporting structure, key challenges and performance criteria. This will help the candidate provide relevant examples and responses.Dont Be Afraid to Improvise Plan your questions, but dont feel you must ask only those youve chosen in advance. Be responsive to what the candidate tells you, and build new questions off their answers, says Shelly Goldman, executive recruiter with The Goldman Group Advantage, an executive recruiting firm in Reston, Virginia.Listen If you are doing fruchtwein of the talking during an interview, you will not be able to obtain enough information to distinguish between candidates or to determine a candidates true competencies. A general guideline is to spend 80 percent of your time listening and only 20 percent talking.Take Notes While you wont want to transcribe everything the candidate says, do write down important points, key accomplishments, good examples and other information that will help you remember and fairly evaluate each candidate. An interview guide, prepared in advance, will make note-taking easier and give you a structure for capturing key information.Invite Candidates to Ask Questions This can be the most valuable part of the interview. Why do they want to be here is it the challenge of the job, advances in the industry or something specific about your company? Or is the candidate fixated on salary, benefits and time off? If the candidate has no questions, this should be a red flag, especially for senior-level employees. Make a note of what the candidate asks, and be sure to follow up if you cant provide the answer immediately.Follow Legal Interviewing Guidelines It is critically important that every interviewer at your company, from HR clerks to top executives, understand and follow legal hiring guidelines. The easiest way to keep your interviews fully compliant is to ask only questions that relate to the job, eliminating the potential for bias by not introducing questions or scenarios that will elicit irrelevant information. After the InterviewLet Candidates Know What They Can Expect A pet peeve of many job seekers is that they are left hanging after an interview, or they are promised follow-up that never comes. If the candidate is a good fit, be clear about what the next steps will be. And if the candidate is not a good fit? Always end the interview on a positive note, but be genuine, says Goldman. Dont tell the candidate to call you if you dont mean it.Compare Notes and Reach Consensus The post-interview evaluation is the time to compare notes and advance the hiring decision. Each interviewer should be prepared to back up remarks and recommendations with specific examples and notes from the interview.Deepen the Interview Questions as You Narrow the Field Subsequent interviews with finalists are valuable opportunities to learn more about them. Consider adding show-me exercises such as a strategic-planning exercise or a walk-me-through-what-youd-do activity involving a real business challenge the individual would be facing.Create a Positive Image for Your OrganizationJoan Woodward, assistant vice president at Fifth Third Bank, remarks that the job market is always competitive when looking for good people. We need to realize that were selling ourselves as much as candidates are trying to sell themselves, she says. Its important to treat people well during the interview process. I never want to lose a potential customer or cause a candidate to have a negative impression of our company.Your interview process reflects the value your company places on each candidate and, by extension, each employee. Be a good ambassador for your company by conducting a professional interview, communicating honestly and basing hiring decisions on an honest evaluation of each candidates capabilities. Not only will you make great hires, but youll build goodwill in the community and enhanc e your future recruiting efforts.