According to a recent survey done by CareerBuilder, 75% of employers stated they hired the wrong candidate for the job.
The onboarding process can be a trying process for a recruiter. Searching for potential candidates, hiring them, and transitioning them into the company are only some of the pieces of the process.
But the interview process is where you’ll get to know the candidate as more than a resume. You may need interview coaching to prepare yourself.
That’s where we step in. Check out our interview coaching checklist below!
Make a Good First Impression
When you’re looking for the right candidate to hire, your first impression of them is important. Remember that the candidate is feeling your company out, too.
Some things to consider when you meet the candidate for the first time:
Keep Things Neat
What would you think if you walked into a business that wasn’t clean? You’d probably turn the other way. Simple tip, make sure that your office or the meeting room is neat and tidy.
This not only shows personal pride, it assures the candidate that they, too, will be working in a clean space.
You expect your candidate to dress appropriately for an interview. That means that you should also make sure you look professional as well.
Depending on your business, you may not need to dress in a business suit. But looking neat and professional yourself makes a great first impression to your candidate.
Be on Time
Being prepared and on time for the interview with the potential candidate shows respect. Make sure that you have all the documents necessary for conducting the interview (notes, resume, interview questions).
This will get the interview off to a positive start.
When you first start your interview, you want to make the candidate feel comfortable. Personal questions are a great way to calm their nerves. “Where did you grow up?” or “What was your first job?” are great questions to get things started.
This, of course, doesn’t mean you should get too chummy with your candidates. You may make a hiring decision based on personal feelings. That can mean overlooking whether or not the candidate is truly qualified for the position.
Often it’s easy to get caught up in doing all the talking. But to understand the candidate, you should actively listen.
Remember that an interview is a two-way conversation. Ask open-ended questions and give the candidate time to answer fully. You’ll also calm the candidate by really taking in what they’re saying.
Did you know that 75% of candidates don’t hear back from the company after an interview?
You should always contact the candidate after the interview, even if they didn’t get the position. Letting them know their hiring status will show professionalism, and give a great impression of your company.
Use Interview Coaching for Future Candidates
As recruiters and employers, one of the most difficult parts in the hiring process is the interview. The pressure is on to find the right candidate for the position.
By being prepared beforehand, you’ll be better able to get a feel for your candidate. Make sure that you listen fully, and make a great first impression.
The hiring process is overwhelming at times. For help with this process, contact PT Systems today.