Written by Kimberley Startup | June 18, 2014
Do a quick Google for ‘interview tips’, and you’ll be besieged with advice for candidates – but what if you’re the hiring manager wanting to get better results at interview? After all, the interview is less and less these days about the employer quizzing the candidate, and more and more the other way round.
At the very least, the interview is a big opportunity for you to advertise your company’s values and why it is a great one to join, whether you are involved in HR, marketing, retail, sales, engineering or office recruitment.
Even in poor economic conditions, competition is tough among recruiters for candidates adding real value to a business. With that in mind, here are our top tips.
1. Know your brand
By better understanding how your brand is perceived in the market, as well as determining what motivates and inspires your present employees, you can better position yourself as an employer of choice at interview. Explain your firm’s internal culture, not just the tangible opportunities and benefits.
2. Keep an eye on your rivals
You’re competing against other companies in your industry for talent, and there may be something about those competitors that allows them to attract the best people, time and time again.
So, make sure you understand how rival businesses operate. Educate yourself on their product and service ranges, and what they’re all about. This can all affect how you position your own company.
3. Communicate clearly
Your candidates should be left in no doubt about your hiring procedure, as well as why the role exists and what will be required of them. Don’t gloss over the less glamorous aspects of the post – it’ll harm your employee retention if you don’t give candidates the complete picture at interview.
4. Listen to what the candidate wants
Not all candidates are motivated by the same things, so you should ask why they are considering moving into a new role in the first place, and what they want from it. They may be seeking a better work/life balance, for example – to which you could respond with information on your firm’s flexible working policy.
Matching your organisation’s opportunities and benefits to candidate needs is a sure-fire way to increase their interest in you.
5. Provide feedback
Don’t let any positive momentum dissipate due to lack of contact after interview. If the candidate shares your values and is interested in the opportunity, their enthusiasm will soon die down if you don’t get back in touch quickly about a second meeting. Remember that it’s your responsibility to sustain a candidate’s interest.
Remember that whether you’re undertaking a HR, retail, marketing, sales, engineering or office recruitment campaign, it’s vital to give candidates a convincing answer to that question… “what’s in it for me?”