The interviewer’s guide to finding the right candidate
Interviewing is an essential part of the recruitment process, and one that has a significant impact on the success of your hiring strategies. But with so much at stake, it can be challenging to know where to begin. How do you prepare for an interview? What questions should you ask? How do you evaluate candidates fairly and objectively?
In this guide, we’ll explore the art of interviewing and provide you with practical tips and best practices for conducting effective interviews and finding the right candidate for your team. Whether you’re a seasoned HR professional or a business owner just starting out, this guide will help you navigate the often-challenging waters of the hiring process with confidence.
Preparation
At Mansfield & Co Recruitment we believe the best way to get to know a candidate is to meet them face-to-face, whether that be in the office or at a local café.
Preparing for an interview is a critical part of the process as it sets the tone for the interview, helps you gather important information about the candidate, and allows you to identify the qualities and experience that are most important to the role.
Here are some key steps to take when preparing for an interview:
- Research the candidate : Before the interview, make sure you’ve thoroughly reviewed the candidate’s resume and cover letter. Take note of their skills, experience and education, and try to identify any areas where they may have gaps or weaknesses.
- Prepare your questions : Develop a list of questions that will help you assess the candidate’s fit for the role. This should include both behavioural questions (e.g., “Tell me about a time when you had to solve a difficult problem at work”) and technical questions (e.g., “What experience do you have with XYZ software?”). Consider using a mix of open-ended and closed-ended questions to encourage the candidate to share more about themselves and their experience.
- Create a welcoming environment : Make sure the interview room is clean, well-lit, and comfortable – remember, first impressions count! Take the time to greet the candidate and begin the interview with some small talk to help the candidate feel at ease. You’ll get a lot more out of the interview if the candidate feels comfortable and (somewhat!) relaxed.
- Get organised : Make sure you have the candidate’s resume, your list of questions, a copy of the position description and any relevant documents related to the role.
Conducting the interview
It’s important to begin the interview with a brief introduction of yourself and the company and explain the structure of the interview.
When it comes to asking questions, you should ask open-ended questions that allow the candidate to share their experiences and expertise. Avoid leading questions or questions that are too vague. We also recommend that you use follow-up questions to ensure you get to know the candidate and understand their experience and suitability for your vacancy. The interview can also be a great opportunity to understand your candidate’s salary expectations and any requirements for flexibility.
Don’t forget that an interview is just as much about the candidate assessing the role and opportunity as it is you assessing them. In today’s employment market, quality candidates are scarce so use the time to promote the role and organisation to them. Key areas to cover include career development opportunities, the long terms plans of the business and culture of the organisation.
Wrap up the interview by thanking the candidate for their time and letting them know what the next steps will be. Answer any questions they may have and provide a timeline for when they can expect to hear back from you.
Evaluation and Follow-up
Once you’ve met with the candidate, take some time to review your notes and evaluate their fit for the role. Consider their expertise, skills and personality as well as their potential for growth within the company.
If you’re considering making an offer, ensure you check the candidate’s references to get a better sense of their work history. Ask questions relating to their previous role including performance, ability to work within teams, reliability and their overall responsibilities.
Once you are ready to make an offer it is important to communicate openly with the candidate and ensure the process is swift and seamless to ensure an effective onboarding process.
Even if you decide not to hire the candidate, it’s important to provide them with feedback on their interview and application. Let them know where they went well and what areas they can improve in and thank them for their time and interest in the role.
It’s also important to keep in mind that every interaction with a candidate, including the interview process, can have an impact on your employer brand and value proposition. A negative experience during the hiring process can damage your company’s reputation and make it harder to attract talent in the future.
On the other hand, a positive experience can help to strengthen your brand and make your company more attractive to potential employees. So, as you evaluate and follow up with candidates, be sure to prioritise their experience and make every effort to protect your employer brand and value proposition.
Mansfield & Co Recruitment is a leading South Australian recruitment agency delivering quality permanent & contract recruitment services across C-Suite & Executive, People & Culture, Sales & Marketing, Accounting & Finance, Supply Chain & Logistics and Office Support.
We acknowledge the Traditional Custodians of the lands we live on. We pay our respects to all Elders, past and present, of all Aboriginal and Torres Strait Islander nations.
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