Interviewing Tips for Employers. Ensure you Secure that Talent.
Interviewing is definitely an art form. Not only do you need to discover as much as possible about the person you’re speaking with, but you need to do so in a way that makes your company and team appeal to the candidate.
At ALRA, we don’t just get asked to coach candidates for interviewing, but we’re also often asked if we have any advice for how to land those amazing candidates.
Some of the tips we believe in for getting the right person on board include:
First Impressions Count
Just as you will receive an immediate impression of the candidate, they receive one of you. A few things to think about include:
- Is the office clean / presentable?
- What do candidates see, hear and feel when they walk in?
- Are you, as an interviewer presented well?
- What culture are you trying to present? Is it reflected in the surroundings?
Remember – the interviewer creates the candidate’s first impression of the company and the kind of talent you want to attract will almost always have multiple options. Why not put your best foot forward?
Ask the Right Questions
Be prepared as to exactly what questions you want to ask and what answers you want to hear from the interview. Be specific in regards to skills and asking the candidate to relate examples of how they’ve used them.
Use the same overall structure for ALL candidates you’re speaking with as it provides clear profiles from which to compare.
Keep the interview well balanced between technical / situational and behavioural style questions. Both are important for establishing skills and personality traits.
Get this right. Easy enough to say, but can be difficult to establish in an interview. Trust your gut, if you feel that this person isn’t going to work with existing team members, don’t hire them.
A candidate could be the prefect technical fit, but if they’re a douchebag, they will cause you more headaches than solutions in the long run. They might also cause other skilled employees to leave, which will cost you money and productivity.
For their sake as well, you want to ensure they will be happy in their job. Numerous studies have proven that employees that enjoy their working lives are more productive and stay with companies longer than those that don’t.
Sell, Sell, Sell.
One of the biggest mistakes we see employers make during an interview is that they forget or don’t realise that they have to sell their company to the candidate just as much as the candidate has to sell their skillset.
Whilst most employers realize the importance of securing the right talent, there still seems to be those companies that think candidates should ‘want to work with us because of our name’ without offering them any information or benefits to do so.
So sell your company. Tell the candidate the things you’re proud of about the company, what you love, some of the interesting things that you’ve done. Give them a feel of the place they’ll be working at.
Also sell the future they can expect at the company. What are the paths they can take? What training might they receive, what successes do their staff experience?
Don’t Stuff about Post Interview
If you want the candidate, chances are another company does too so don’t adopt the attitude “that if they want the job they’ll wait”. They might, but chances are they’ll get annoyed or worried that they’re not hearing anything from you and go somewhere else. If there are timing issues, keep them updated.
Silence is deadly.
If you know that you have a lengthy post interview process to go through before the hire will be completed, tell the candidate during the interview so they know what to expect.
The same is true if you decide not to hire the candidate. Make sure you’re timely in telling them they aren’t proceeding and and are clear about why. People talk and you don’t want to invite negative press. The candidate will most likely be grateful for the constructive feedback.