The Candidate’s Interview Experience…. How can the Client help?
Interviewing is a skill, the more you interview the better your technique will be; this includes candidates and clients.
As many of us have been candidates at some stage we know that we do our best to research, prepare notes and stay composed to do our best at any interview, but what can the client do to make the experience comfortable, even enjoyable?
When the best talent in the market strolls into your main reception they will be asking themselves, ‘Can I see myself working here?’, so first impressions are key. As the client you want to be putting yourself forward as the best employer in which to entrust their career. There are a few simple ways to demonstrate this:
- A Good Start. Deliver a welcoming environment where the business has been expecting the individual and is looking forward to the meeting. Make sure the receptionist is aware of their arrival, a room is booked and they can relax with a drink before the start of the process. Standard stuff but get it wrong and it could make the difference!
- Style to encourage. Your agenda and interview style are your own, but keep in mind you are trying to get the best out of the candidate so don’t be afraid to give them ‘the reigns’ and allow them to express themselves. A highly-structured interview, although getting the questions answered may not give an opportunity for the interviewee to bond with their future line manager and get to know them as a person which could affect their decision further down the line.
- Securing an accurate hire. Questions that lead to understanding the person are invaluable to the process. Candidates CVs often include ‘hobbies & interests’ don’t let this opportunity pass you by. As an interviewer, you will often see an individual ‘light-up’ when describing their passions outside of work, that gives you an insight to the real person you’ll be working with on a daily basis and their ‘team fit’.
- Making sure they choose you. Strategies to increase candidate engagement at the interview stage could include a factory/office tour or an informal meet the team. Without being overwhelming always give the candidate more opportunity to ‘buy-in’ to the people and the place.
- Make clear the next steps, timescales and keep to them. It can be a very lonely place waiting for feedback and nothing is more disappointing from a candidate perspective than attending an interview and not receiving any feedback at all. They will inevitably talk about their experience and if a negative one it could affect your brand and dissuade others from approaching you.
