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When attracting top talent in a competitive job market, the very first interaction a potential candidate has with your company starts in the job interview. And in this case, first impressions are extremely important.<\/p>\n
Remember: An interview is never solely about a job candidate answering your questions and then you decide whether to hire them. Candidates are also interviewing you and scoping out your organization, which you represent, to decide whether joining your company is the right move for them. In tight job markets \u2013 or when you\u2019re recruiting highly qualified job candidates who can afford to be choosy<\/a>, as well as passive candidates<\/a> \u2013 this is especially true. In other words, the interview is an opportunity for both parties to shine.<\/p>\n The last thing you want is for a job candidate to be so turned off by your interviewing technique and process that they tell other prospective applicants about their bad experience with your company or post a negative review online. This can hurt your employer brand<\/a>.<\/p>\n With this in mind, let\u2019s walk through an optimal interview process, highlighting the actions you should take for the best chance of a successful outcome for both parties. These tips are relevant to both in-person or remote (video or phone) interviews.<\/p>\n This seems simple, but the main thing you can do to make sure you\u2019re putting your company in the best light in front of a job candidate is to understand in advance all the reasons you<\/em> know the company is great. Be prepared to share:<\/p>\n These are just a few examples of the many fringe benefits<\/a> you may have. Don\u2019t give the high-level overview \u2013 provide details. Candidates want to hear the full list, so they have a clear answer to the question, \u201cWhat\u2019s in it for me?\u201d<\/p>\n Taking time to prepare for the questions your interviewee may have is just as important as the questions you are preparing to ask. As candidates may have multiple offers on the table, the answers to these questions will be most important in their decision-making.<\/p>\n Are you an HR generalist or an assistant, as opposed to the direct hiring manager? It\u2019s often the case that the person conducting the job interview is not the same person who will manage the new hire. In this circumstance, it\u2019s especially critical that you speak with the hiring manager and team members to understand all facets of the open position and its requirements, including:<\/p>\n Make sure that you can answer these types of questions. Job candidates are almost guaranteed to ask them, and they may be frustrated with vague, inadequate answers.<\/p>\n Candidates are analyzing the questions you ask them. If there\u2019s ambiguity about what you\u2019re looking for in the role, they may be hesitant to move forward. Make sure you understand in advance:<\/p>\n It\u2019s also important to define the type of job candidate you\u2019re looking for upfront because these are objective, consistent standards by which to measure all candidates. You don\u2019t want to rely on gut feelings, which are subjective, tend to be based on personally liking someone and can often turn out to be wrong<\/a>.<\/p>\n The interviewer reflects the company for which they\u2019re hiring. So, candidates will want to be met by someone who is warm, attentive and cares about their professional development. Before the interview:<\/p>\n You want to offer each job candidate a good experience interviewing with your company and be respectful of their time. To that end:<\/p>\n Interview processes can become methodical and draining for the interviewer, especially if it\u2019s a role you\u2019ve had trouble filling. But don\u2019t let this seep into the interview and come across negatively to the interviewee.<\/p>\n Lead the interview by asking what a candidate knows about your company. This saves you valuable interview time in describing the company \u2013 which the candidate should already know anyway, at this stage of the hiring process. Asking this will help you gauge how much research and preparation a candidate has done.<\/p>\n You also want to ask why they\u2019re interested in the position and your company. This will indicate their level of motivation, passion and commitment.<\/p>\n In addition to your other planned questions<\/a>, including those specific to a candidate resume, use these examples of strong behavioral questions as a starting point for your standard interview guide questions:<\/p>\n Adaptability:<\/strong> Tell me about a situation when you were under a great deal of pressure because of numerous demands competing for your time and attention. How did you resolve the situation?<\/p>\n Customer service:<\/strong> Tell me about the most difficult customer encounter you\u2019ve experienced. How did you handle it?<\/p>\n Dependability:<\/strong> Tell me about a time when you had difficulty keeping a commitment. How did you handle it?<\/p>\n Ethics:<\/strong> Describe a situation in which you worked with someone you didn\u2019t like or respect. How did you cope with the relationship?<\/p>\n Initiative:<\/strong> Tell me about an opportunity that presented itself to you, but you were reluctant to take the risk. What did you do?<\/p>\n Interpersonal skills:<\/strong> Tell me about a time you had a serious conflict with a co-worker. How did you handle the situation?<\/p>\n Judgment:<\/strong> Tell me about a time when you had to make a difficult decision. What process did you go through to arrive at the decision?<\/p>\n Leadership: <\/strong>Tell me about a time when you had to inspire or energize an unmotivated individual or group? How did you do it, and what was the result?<\/p>\n Planning and organizing:<\/strong> Give me a summary of the techniques you use to plan and organize your work. Describe how you applied one of these techniques in a specific situation.<\/p>\n Teamwork: <\/strong>Tell me about a time when you had to set your own interests or priorities aside in the interest of the team.<\/p>\n The interview experience doesn’t end with the final question. Always conclude each interview by asking the candidate if they have any additional questions. Then:<\/p>\n Professionalism and transparency say a lot to others about your employer brand. You want to behave in a way that leaves a good opinion with as many people as possible. Frankly, ghosting a candidate is as bad \u2013 and probably even worse for your brand \u2013 as having them ghost you.<\/p>\n Attracting top talent in today\u2019s competitive market can be challenging. Focus on:<\/p>\n To learn more about how to hire the right people and winning top talent, download our free e-book: How to develop a top-notch workforce that will accelerate your business<\/a>.<\/p>\n8 ways to attract top talent during an interview<\/h2>\n
1. Understand the company you\u2019re selling<\/h3>\n
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2. Prepare for their questions<\/h3>\n
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3. Gather all information about the position<\/h3>\n
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4. Know who you\u2019re looking for<\/h3>\n
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5. Become familiar with each candidate<\/h2>\n
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6. Plan the interview process<\/h2>\n
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7. Be aware of your behavior, body language and tone<\/h2>\n
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8. Ask the right questions<\/h2>\n
Bonus tip: Follow up after the interview<\/h2>\n
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Summing it all up<\/h2>\n
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