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Recruiters: How To Get The Most Out Of An Interview

As the recruiter, it’s important that you spend your hiring time wisely. This means getting the most out of your interview to ensure that you make the right hiring decision. Improvising and failing to prepare for your interview will only deliver poor results, potentially resulting in a bad hire!

To ensure that you hire someone who is suitable for the role both skilfully and culturally, follow our five tips:

Make sure you prepare

First and foremost, it’s important that you prepare for your interview. Do your research; look over the candidate’s CV so that you are familiar with their experience and skills. By looking over this beforehand, you will prove to the candidate that you are passionate about getting them on board. Not only will it help you to provide a personal interview experience for the candidate, it will allow you to save a significant amount of time going over their CV in the interview, enabling you to spend your time asking more meaningful questions.

By failing to prepare for your interview you will come across as an unorganised and sloppy brand. This will negatively affect your reputation and make your search for a candidate considerably harder.

Allow them to relax

It’s completely normal for candidates to be nervous. To help them relax, you need to be as confident as you can be. Show the candidate that you are looking forward to interviewing them and that you are here to help them rather than scare them! Try to diminish their nerves by easing them into the interview, tell them a bit about your role within the company, your company values and the role that they are applying for. When your candidate is more relaxed, it’s more likely that they will provide more honest and meaningful answers.

Help candidates to relax by asking them clear questions. Avoid any trick questions or unnecessary jargon – it’s intimidating! If your candidate appears stuck, help them out. The more you help them to relax, the better their answers will be, helping you to make a stronger judgement.

Ask the right questions

The outcome of the interview can massively depend on the questions that you ask and that’s why it’s crucial to prepare. Prepare open questions that allow the candidates to provide informative, high-quality answers. The more you allow the candidates to open up and discuss their thoughts, opinions and experiences, the better judgement you can make on the candidates suitability for the role.

Prepare questions that help you get to know the candidate on a personal level as well as a professional one. This will help you to make judgements about whether the candidate will fit in with the rest of your team.

Take everything in

During the interview, it’s important that you listen clearly to the candidate’s answers. If you are confident that you can remember details mentally, then take advantage of this. Use the time after the interview to jot down your notes. If you aren’t so confident, take rough notes during the interview but make sure most of your attention is on the candidate, not the paper.

Make sure that your interviews are well organised and allow yourself enough time with each candidate. Leave yourself some extra time in between to summarise. Out of respect, make sure that no interviews get cut short or that any candidates are kept waiting too long.

Be prepared to answer questions

Provide the candidate with the opportunity to ask any questions that they have, this shows them that you are happy to help. The questions that the candidate asks can help you to make further judgements about their suitability for the role. Their questions may indicate what they are looking for within the role in terms of growth, salary and other factors. This can help you to determine whether you have what they are looking for. Answering these questions at this early stage will help them decide whether they are still interested in working for you and vice versa.

One Comment

  1. Rajeev

    Some really useful tips as I work in a recruitment consultant as senior recruiter. I think one additional point can also be focusing on key factors that we are looking for in an ideal candidate is assessment basis those key factors can help us take the right decision. Thanks for sharing this article.

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