Interviews are a Two-Way Street, so be Prepared

Companies spend time and money on developing their employer value proposition and employer brand as well as on recruitment campaigns. Getting a return on that investment means attracting but hiring the best people and retaining them. Even unsuccessful candidates should be left with a positive view of your organisation, as they may be customers/clients or employees in the future.

When interviewing candidates for a role, it is important to remember everyone is human, including you. But, there are some key areas that you, as the recruiting manager, should focus on to get the best candidate on board.

Firstly, being prepared is a must. There are no excuses for being late or under-prepared. Stop whatever you are doing 10 minutes before the appointed interview time so you can go over the candidate’s resume. Make sure you’re off the phone and ready to engage when you meet the candidate.

The interview process can be nerve-racking for candidates. Most candidates will come prepared. Many will research the role and investigate the organisation. But, many will also be nervous. Nerves can be overpowering for some candidates. As the recruiting manager, it is your role to ensure that they are at ease and can give the best interview possible.

There are many ways to attract great talent. Ensuring your organisation is aware of the necessary tools to recruit, retain and enhance the employee experience is one of them.

Download our latest report on ‘Gaining the edge with talent attraction’ to assist you in attracting and securing top talent for your organisation.