There are often lots of blog posts online aimed at candidates and helping them secure a new role by giving tips and tricks on how to deliver an outstanding interview, but, what about the people who are actually doing the interviewing? How important is it for you to get it right too?
In our experience, the answer is VERY important. Not only is this a chance for the candidate to sell themselves to you, but also, for you to sell yourself, your company AND your working environment to your next prospective employee. So let’s take a look at some do’s and don’ts to help you achieve the same seamless interview you expect from your candidates.
If a candidate is late for an interview, it’s an immediate black mark. But its not uncommon for an interviewer to lose track of time as they get caught up in a meeting, drawn in to office chat or schedule their interviews too close together. Be sure you are ready and waiting for your candidate, it shows them you value their time and you appreciate they have probably switched shifts or booked time off work to attend. it’s hard to preach punctuality unless you practice it.
Preparation is key
Make sure you have pre-read and taken in to the interview a copy of the candidates CV. Knowing a background on your candidate means you can tailor your questions to suit their skills and experience. You can jot things down, question anything that is unclear and ensure you aren’t confusing them with someone else. There is nothing more off putting to a candidate than an interviewer who hasn’t taken the time to understand their career to date.
It’s an interview, not an interrogation
“People buy from people” – we’ve all heard that phrase. Your likeability factor in an interview process WILL have an effect on how the candidate views their future at your company. A friendly, positive and informative interview will leave a much better impression on a candidate than one where they come out feeling like they’ve just had to sit a lie detector test. It is entirely possible to extract the information you want from a candidate by asking open ended, relevant questions, encouraging them to elaborate on their experience by giving examples and showing a genuine interest in them. It can also be useful to advise candidates BEFORE their interview if you are going to be asking them to demonstrate their experience by providing sales figures, examples of work etc. It avoids putting anyone on the spot and gives them some confidence in knowing the structure of the interview.
Make sure you can answer their questions
Candidates have long been told they must have some questions ready to ask the interviewer when they finish their interview – and they will do. Be it about benefits, holiday allowance, training, progression opportunities or general work/life balance, make sure you know your stuff and can sell your company in the most honest and positive light you can.
Remember, it’s likely the candidate will be nervous. It’s highly possible you’ll be a little nervous too. So take it back to basics and remember it’s two people meeting who have a mutual interest in working together and just need to relax, talk and hope that connection is made.
For anyone looking to recruit for their team in the wonderful world of Business Travel, please get in touch with Emma or Caroline on the details below. We’d love to hear from you and help you in future recruitment drives – we recruit across the whole of the UK and for ALL job roles within Corporate Travel, Events, Travel Suppliers so please, contact us and we can discuss your needs today. firstname.lastname@example.org or email@example.com
Picture courtesy of Pixabay: https://pixabay.com/en/manager-person-people-group-308474/