Written by Kimberley Startup | October 1, 2013
Job interviews can involve a huge amount of preparation, not just for candidates but for employers too.
So, with such a vast quantity of applicants to choose from, how can you be sure that you’re equipped to recruit the best retail staff?
Many companies choose to incorporate a task or an activity within an interview to gain extra insight into how candidates might react in specific situations. Popular choices are usually presentations, role-plays or a team-building exercise.
However, after a group of Currys interviewees were made to dance to Daft Punk as part of a group activity, it begs the question: what is acceptable in interviews and what borders on unprofessionalism?
Interviews are the perfect chance to not only screen candidates but to also sell your company. An unprofessional or disorganised interview can leave a bad taste in candidates’ mouths and, if they’re successful, may lead to them turning down your job offer.
So what can you do to ensure that your interviews run smoothly to boost your retail recruitment strategy?
An effective, well-structured job interview will not just tell you all the information you need to know about the candidate, it’ll also tell the candidate all they need to know about your business.
As such, Webrecruit have put together a list of their top tips for holding the most effective interview and getting the most out of the time that you spend with potential candidates.
1. Pick your interviewing method wisely –
Are you looking for a team player? Give candidates the chance to shine in a group interview. Is the job going to involve regular contact via the telephone? An informal phone interview might be a good idea.
2. Sell your company and the vacancy –
Interviews aren’t just for candidates to sell themselves. With lots of retailers regularly hiring staff, explain what sets you aside from the others. Plan a 5-10 minute slot at the beginning of the interview to talk about your company and what it can offer. This will not only act as a great introduction for the candidate but it will make them excited to come and work for you.
3. Pick relevant tasks or activities –
Take the above example – does making up a Daft Punk routine really tell you who’s going to be the best person serving your customers? Unless your shop floor is also a dance floor, the answer is probably going to be no. Keep any tasks engaging but also professional and relevant.
4. Ask the right questions –
Don’t try and catch the candidate out – there’s no real need to ‘grill’ interviewees. The more relaxed you make them feel, the more realistic assessment of them you’ll gain. Ask them a few questions about their hobbies and interests to ease them in and then ask for examples of the qualities that you’re looking for.
5. Don’t go too off track –
Sure, it’s important for the candidate to fit in with your company culture and ethos but don’t get so hung up on this that you forget essential skills. It’s easy to take a shine to more likeable candidates but make sure they’ve got solid proof of teamwork, customer service and excellent communication skills; qualities that are all vital in retail recruitment.
6. Look past what’s being said –
You might be meeting with a person with lots of experience but if they can’t make eye contact with you or string a coherent sentence together, do you really want them interacting with your customers?
Looking for more interviewing tips? Seeking ways to boost your retail recruitment strategy? Webrecruit can help you reduce both your time and cost to hire. Find out more by clicking here.