Providing a good candidate experience is crucial to the success of your recruitment process (you can find out how to improve yours here). Despite this, many companies take little care to train their staff in the art of interviewing, which can have a damaging effect on the hires they make. Therefore, to ensure you’re employing the best candidates for your vacancies, recruitment specialists eRecruit solutions have some top tips on how to provide sufficient training for your interviewers, so you get the results you need.
Establish a framework.
There’s nothing worse for a candidate than having their interviewer turn up late and say: ‘Sorry I’d totally forgotten about this today, please come through’. First, it’s unprofessional, but it also indicates that they have little idea of what the interview should entail and how to manage it effectively. As a result, they will struggle to focus on the task in hand and unsuitable candidates will likely slip through the net. By establishing a specific structure you can ensure the interviewer is aware of how much time they have with each applicant and what is required of them during the process. It will also help the candidate to feel more comfortable if they see that the interviewer is in control of the meeting.
Explain the specification.
To find the right candidate your interviewer needs to know exactly what the company is looking for. This is why it’s important to provide whoever is conducting the interview with a detailed brief of the qualities, skills and experience the new hire must possess, so they have a better chance of discovering the best candidate for the job. The criteria you provide should be tailored for each role and continuously updated so your interviewers aren’t basing their judgements on outdated requirements.
Jobseekers are constantly being advised to do extensive preparation so they can be confident for the big day. However, this is also important for those conducting the interview. The day before the interview (at the latest) interviewers should be reading through the applicants’ CVs and gathering their thoughts on each one. They should look for any information they would like to query/confirm and any topics they want to address with the candidate. This helps the interview to remain focused and avoids too much digression from the subjects you need to cover with each applicant.
Sell the company.
Whether the candidate is right for the company or not, you still need them to leave with a positive opinion of your organisation. This helps you to encourage more people to apply for your positions and improves your brand. To make sure those who attend your interviews view your company in a positive light, ensure your interviewers are good ambassadors for the company. By this we mean they’re able to sell the company to the candidate, using their passion and energy to leave the interviewee feeling inspired and in awe of the organisation.
So to ensure you hire the best candidates for your positions and your company brand is being projected in the best possible way, make sure you train those who conduct your interviews. If your interviewers are organised, focused and talented at assessing your candidates, you have a better chance of finding the right person for the job and attracting new talent.