Could A Different Interview Strategy Help You To Attract Better Candidates & Retain them??

You’ve probably given so many interviews during your career that nostalgic memories of S Club 7 being in the charts come flooding back, when you reflect on your first ever interview with a candidate. You’ve probably also been using the same techniques to structure these all-important meetings for years. Have you thought about changing these techniques? Here we’ll suggest a few changes that you could make to your interview strategy. We hope that our tips help you to strengthen your relationships with all of your candidates and persuade the top talent to work for you.

Start With A Phone Interview To Make Your Life Easier 

Phone interviews usually last for about half an hour and don’t require anyone to travel. They are a great way to find out if a prospective candidate would fit into your team well. They also save you both the time involved in travelling to and participating in a formal interview. By using phone interviews to pre-screen candidates, you can ensure that all of the candidates who you take the time to meet in person would be well-suited to your business, and that they have all of the basic requirements and skills for the role under discussion. This will make your recruitment process considerably more efficient overall.

Split Your Time During Face-to-Face Interviews

If someone has travelled to meet you – particularly if they have travelled far – then they will expect you to ask them some general questions before getting into the substance of the interview. If you ask them about their core skills before you’ve offered them a coffee, you’ll make them feel as though you don’t care about them as an individual at all.

Top candidates know that they can add significant value wherever they work. The interview is as much of an opportunity for them to see if they would enjoy working with you as it is for you to see whether they would be well-suited to your team.

If you’ve scheduled an hour for the interview, we would advise allowing about 15 minutes for this general conversation. That gives ample time for you and your candidate to get to know each other. It will also help them to settle in and work through any interview nerves that they might be feeling, before the conversation moves to a discussion of their skills.

Prepare Your Questions In Advance

When you’re trying to evaluate your candidate’s core skills, you want to make it as easy as possible for them to show you how much value they can add to your business. Preparing questions in advance will help you to give the next 45 minutes of the conversation a laser focus. Then you’ll be able to find out whether the candidate is well-suited to the role under discussion without wasting any of your time or theirs.

Plan To Impress Your Candidate

If your interview style is polite without being overly effusive, and runs efficiently from start to finish, then your candidate will assume that your business operates in the same way. If your interview questions seem random and unstructured, then you will give a far less favourable impression of your company. You might even put a top candidate off working for you. If you’ve planned your questions in advance then you will easily be able to steer the conversation back on course if it strays off topic.

Remember That Nobody’s Perfect

We’re not going to claim to show you how to organise the perfect interview, because as in many other aspects of life, perfection is impossible here. You can never be 100% sure of how any candidate will react to your questions. If you feel as though your interview didn’t go quite as expected – you probably conducted a fairly typical interview.

The most important aspect of any interview is that the candidate feels as though your company creates a positive environment to work in. If you feel as though an interview has gone particularly badly, your candidate probably feels the same way.

Writing a short email to an unsuccessful candidate after an interview to thank them for their time and give them some constructive feedback on their performance is a gesture that they would really appreciate. Even though they didn’t leave the interview with a job, they will look back on the experience with a positive impression of your business.

Hopefully these tips will help you to conduct interviews which secure you top talent and show your brand in an excellent light. 

Let’s take this to another level now and really help you to showcase your business and empower your Managers to represent, recruit and retain the best talent for your business in 2020.

Interested in hearing more??? why not book a space on one of our workshops to ensure that you are fully invested in the interview process and to ensure that this really stands out to the candidates that meet you.

Contact me to reserve your place and find out more on kate@kagrecruitmentconsultancy.co.uk

Look forward to hearing from you

Kate