The most talented, achievement-oriented professionals are in high demand. Yet many companies can Hire.Great.Fast.
As candidates, we all know that we need to prepare for an interview, research the company, and be ready to “sell” ourselves. Somehow, though, when we’re on the other side of the desk, we may not recognize the same need to prepare.
Follow these simple steps for a fail-safe interview that will have every candidate singing your company’s praises.
1. Review the candidate’s resume in advance and make sure everyone on the interview schedule has the candidate’s resume.
2. Stick to your script. An interview should not be a stream-of-conscious discussion. The candidate doesn’t need to know that you’ve been trying to fill the position for 6 months or that the previous person left for more money or better hours. Know what you want to ask and what you want to tell.
3. Make sure all interviewers understand the goal and… stick to the script. Prepare questions that you’ll ask and prepare others on the interview schedule. If there’s a new employee on the schedule, spend a few minutes coaching that person on how to conduct an effective interview and set expectations on what specific feedback you expect them to provide about the candidate.
4. Unless you’re expecting something that can’t wait, turn off email, texts, and messaging alerts. It will prevent you from glancing at your screen and getting distracted, which are turn-offs.
5. Don’t “drill” the candidate for 45 minutes, then go into sell mode when you think they might be the right fit. It’s very difficult to undo a first impression.
6. At some point, give the candidate reasons for wanting the position: backgrounds of people in the department, examples of others who have been promoted, growth within the company, corporate culture. Be honest and don’t misrepresent challenges that the department may be facing, but don’t assume that they already know how wonderful your company is.
7. Give the candidate an opportunity to ask questions and try to answer those questions as frankly as possible.
8. As best as you can, give the candidate an indication of your timing. Don’t say you’ll get back to them in 2 weeks if you think you might call later in the day to make an offer, nor the converse.
As candidates, we all know that we need to prepare for an interview, research the company, and be ready to “sell” ourselves. Somehow, though, when we’re on the other side of the desk, we may not recognize the same need to prepare.
Follow these simple steps for a fail-safe interview that will have every candidate singing your company’s praises.
1. Review the candidate’s resume in advance and make sure everyone on the interview schedule has the candidate’s resume.
2. Stick to your script. An interview should not be a stream-of-conscious discussion. The candidate doesn’t need to know that you’ve been trying to fill the position for 6 months or that the previous person left for more money or better hours. Know what you want to ask and what you want to tell.
3. Make sure all interviewers understand the goal and… stick to the script. Prepare questions that you’ll ask and prepare others on the interview schedule. If there’s a new employee on the schedule, spend a few minutes coaching that person on how to conduct an effective interview and set expectations on what specific feedback you expect them to provide about the candidate.
4. Unless you’re expecting something that can’t wait, turn off email, texts, and messaging alerts. It will prevent you from glancing at your screen and getting distracted, which are turn-offs.
5. Don’t “drill” the candidate for 45 minutes, then go into sell mode when you think they might be the right fit. It’s very difficult to undo a first impression.
6. At some point, give the candidate reasons for wanting the position: backgrounds of people in the department, examples of others who have been promoted, growth within the company, corporate culture. Be honest and don’t misrepresent challenges that the department may be facing, but don’t assume that they already know how wonderful your company is.
7. Give the candidate an opportunity to ask questions and try to answer those questions as frankly as possible.
8. As best as you can, give the candidate an indication of your timing. Don’t say you’ll get back to them in 2 weeks if you think you might call later in the day to make an offer, nor the converse.
More by the Andrews & Cole Team
About Nicole DelToro: Nicole has been helping organizations (big and small) hire and retain top talent for over 25 years, while helping individuals realize their personal and professional goals by ensuring they’re working in the environment that’s ideal for their current situation. Contact her at: ndeltoro@andrewscole.com
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
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