You know the value of attracting top talent. Your successful sourcing strategy has enabled you to line up industry-leading candidates and you’ve narrowed the field to those you want to meet personally. You’re clearly on your game – so don’t lose that momentum when you begin interviewing your prospects.
A well-planned interview process helps ensure that you not only woo superstar talent, but also get the critical information you need about your future employee and steer them toward accepting your offer.
It’s About the Candidate
An interview is a dialogue. As much as you’re assessing a candidate, they’re scrutinizing you to see if the position and your organization meet their needs.
- Market your company and promote your vision. Tell your story in a compelling manner. Sell the candidate on your organization and why it’s the best place for them to succeed. They should walk away feeling intrigued by your company’s accomplishments and excited about its future.
- Convey the value of the job. Make it personal. Look for pain points in the candidate’s current position and demonstrate how you can eliminate them. Is the individual dissatisfied with their employer’s management style, culture, hours or lack of flexibility? Use the interview to clarify these issues so you can craft a package that addresses them.
- Listen. You learn nothing while you’re the one speaking. During an interview, the candidate should do 90 percent of the talking. Ask open-ended questions. As you listen to the responses, observe and learn about the individual’s personality and work style.
- Focus on your employee value proposition. This is the full complement of elements you offer employees in return for their contribution and commitment to your organization. It encompasses everything that matters most to them about their job and the company. In a recent survey of more than 3,000 talent management leaders, 83 percent agreed that their EVP was a critical driver of the ability to hire top performers.
Consistency is Key
Treat all candidates similarly and with respect. Then you can trust your judgment when a frontrunner emerges.
- Strategize with your A team. When determining who will conduct interviews, choose top performers and true ambassadors who will champion your organization, its mission and the position on the table. Hold strategy sessions and coordinate the process so everyone delivers a consistent message.
- Pose similar questions to all candidates. Use a checklist. In addition to synchronizing questions, provide every individual with the same information. This helps you to control the process, compare results more accurately and maximize objectivity.
- Watch for inconsistencies in candidate presentations. Your questions should be designed to delve below the surface and really get to know each applicant. Then you can more easily pinpoint any inaccuracies in the information they provide.
Leaders will rise to the top as they respond to questions not by rote, but with creative strategies for improvement and organizational development. They will have command of the issues, offer constructive suggestions and clearly communicate their thoughts. You’ll discern a high level of honesty and optimism – and the overall feel of your best interviews will be one of a productive, mutually beneficial conversation.
Your recruitment firm can play a key role in helping you fine-tune your interview process for optimal success. To learn more, contact the big data and data analytics recruiting team at Select Group today.