As the employment market bounces back with more and more candidates submitting job applications, hiring the right person can be a difficult decision. There are many factors to take into consideration and recruiting the wrong talent could be costly for your firm. To help you find the right candidate for your organisation we have put together a guide on how to run a successful job interview.
Create an engaging job advertisement
In a competitive market your job posting needs to stand out. Make sure you write a concise but descriptive advert, so candidates know exactly what you are looking for. Searching for a job can be time consuming so applicants want to know whether this is the job for them in the first few sentences. Put yourself in the candidate’s shoes and think what they would like to know. What is in it for them?
If you would like to learn more on how to write an effective job ad you can look at our top 10 tips here.
Prepare your questions
This may seem like a simple tip, but the reality is that most recruiters will expose their interviewing weaknesses when failing to prepare. Think about what attributes you are looking for in a candidate and create criteria based on that. Also, make sure you ask the same set of questions for each applicant. This will ensure a fair, smooth running process and it will be easier for you to compare when making your decision.
Interviews can be a stressful experience for job seekers and can sometimes cause them to perform below par. To ensure you get the most out of the interviewee you can take some pre-emptive steps to reduce stress levels. One of the main stressors is not knowing what to expect when the candidate arrives. Beforehand, outline what the candidate can expect including the agenda of the interview and topics you would like to discuss. This will give the applicant the opportunity to prepare and reduce the stress of the unknown. Also, provide some information on your company culture and dress code. This is so the interviewee can have an idea of what to expect when walking into your firm and therefore won’t feel so overwhelmed.
When making big decisions, it is important to consult with others so invite some trusted colleagues to help. However, do not invite too many as this could overwhelm the interviewee and cause more stress. Three or four interviewers is enough. This has benefits for both you and the interviewee. You will hear multiple opinions which will help your decision and the candidate will receive more helpful feedback.
Sell the job
Finally, the candidate isn’t the only one who needs to sell themselves. You also need to sell the role. Highlight the benefits of working for your firm as well as what opportunities the job offers. This can include career development, accessibility to training courses or the corporate Christmas party. If you are not sure what the best aspects to mention to potential employees are, try asking members of your team. The best people to sell the firm are those who are working in it.
A successful job interview will tell you what you need to know about the applicant including work ethic, aspirations and expectations for your company. Gathering all this information will make it easier for you to find the right fit for your firm.
We’re here to help you reach your ideal candidates and get them across the line. Speak to one of our account managers for expert advice and successful recruitment. Call 020 8049 4000 or email firstname.lastname@example.org.