Getting your Perfect Candidate to Take the Job!
There’s a lot of information out there for candidates on how they can ace a job interview, BUT as a prospective employer and interviewer, you also need to be nailing that interview to get your perfect candidate!
Competition for great candidates is high in today’s job market; you might be their 5th interview this week, so what are you doing that’s different to get them to join your team?
10 tips on the interview process to help secure your perfect candidate:
1. Welcoming Environment
Create a warm, friendly environment at the interview where they feel they can open up, trust you and tell you all about themselves. Give them a drink, make them welcome. Grilling people at the first meeting over finer details and specific systems … picking at faults and asking candidates to justify themselves in an abrupt way, is a sure fire way to make them run away!
2. Culture & Vibe
Tell them all about the job and your company and show them around the office, introduce them to a few key people. Give them a feel of the place so they get the ‘vibe’ and know if they will fit in; they can see your funky incentives and what’s different about you! Actions speak louder than words; don’t just tell them you are cool, introduce them to cool people at the office.
3. Interview questions
Don’t just stick to boring behaviourals – “tell me when you had a difficult customer”. Why not mix it up with some funny situational ones… here are a couple of my favourites (feel free to comment with any of yours!):
• If you could travel in a time machine what time or place would you go back to experience?
• What item can you not live a day without?
• What kind of animal would you be for a day and what would you do?
• What are you most proud of that you have achieved in your life?
4. Don’t interrogate
Don’t be an “interview interrogator” … you might think your company is the best out there and this job is the bee’s knees, but no one likes to be grilled in an interview. It’s not CSI, it’s a job interview! Remember they are a human being and treat them as you would like to be treated. Give them time to think of an answer and avoid complicated behavioural questions (if you need to explain 3 times what you want to get out of the question, then change the question)! Avoid judgements on CV format, role tenure and career breaks.
Try doing a team task together to see how well you would interact and work together collaboratively. Do something memorable that makes them laugh, or gives you a chance to be super surprised by them!
Instead of getting them to recite your “about us” page, ask them what they would like to achieve in the role (make sure you have thoroughly explained your company beforehand at the beginning of the interview). Find out what they like about your business and why they applied. This is much more effective than asking, “What do you know about our business?”, which is very direct and has a much different tone to, “Now you know more about the role and our company, what would you like to achieve in the role in your first year?”. Follow this up with: “What made you apply to our advert and business?”. This also gives you great feedback on how well your advert reads!
Find out how they like to be managed, and what they expect from you as an employer and a boss. This will help reveal if you are aligned in your expectations of each other and will help you start that employment relationship in the interview. This is a great way to start open conversation even before your first one-to-one meeting!
8. Make an offer – quick!
In a competitive market, a great candidate won’t be around for long – if you love them, offer them! Get the contract out quickly and follow up with questions quickly. Make the process as easy and smooth as possible!
If they take a better offer or a counter offer – don’t have sour grapes over it. Not all jobs work out and they might be knocking on your door in 3 months when that new job wasn’t as they hoped; you want to keep the communication open.
10. Follow up and feedback
Follow with a call, email or text – stay in touch through the decision making process and contract phase, invite them in for drinks or a coffee. Don’t let the period between the potential offer and start date be dead quiet! If you are not progressing to offer stage give them the decision quickly so they are not left hanging. Get feedback from candidates on how they found your interview process so you can continually improve.