So, the tables have turned and you’re now the interviewer instead of the interviewee. When we think about interview preparation, the focus is rarely on the interviewer, but rather the candidate’s interview readiness.
Many often don’t realize that interviewers are often just as nervous as the candidates whom they interview. They are also sometimes unprepared due to busy schedules and a lack of training on how to effectively assess interview candidates.
Because organizations are only as good as the people who represent them, it is imperative that hiring managers and recruiters identify, select, and hire the best candidate for their vacant role.
As the interviewer, you must create a welcoming atmosphere for your potential new employee that sheds a positive light on the organization and its culture. Regardless of your best efforts; however, we all know that starting the interview can be an awkward moment.
So, with that in mind, this post offers three (3) suggestions on ways that you, the interviewer can prepare to engage in “casual conversation” with your candidate on interview day. This will make them feel at ease.
Study your candidate’s resume – You should not start any job interview without studying each candidate’s resume. This is often a lost opportunity for the interviewer. Not only should you glean job-related information from their resume; but, you may also identify a hint of commonality between you and the candidate. Who knows? You and the candidate could have attended the same college; be members of the same civic association; or you could enjoy a common past-time. These types of revelations all lend themselves well to casual conversation.
go2HR’s article, Preparing & Conducting Interviews, gives solid guidance on conducting an effective interview. Among other things, it suggests that, after the interviewer introduces him/herself, they should set the stage to let the candidate know how the interview will flow.
Review the candidate’s Linked-In profile – This review might reveal that you have some common connections, or that you both attended a conference at the same time. If they write articles on LinkedIn, you could spark a conversation about why they enjoy writing.
Matt Sundquist, the author of Forbes article, “How to Nail the Interview When You’re the Interviewer,” recalls when he and his team reviewed 350 applicants and ultimately made 18 offers. He also acknowledged that the interview process is not easy for either side of the process. He shares that one thing he always does is start the meeting by telling the interviewer what he does and asks if they have any questions.
Review the candidate’s social profiles – As I stated earlier, your organization is only as good as the people who represent it. So, if your candidate is active on Facebook, Instagram, Twitter, etc., you’ll be able to gauge their true character. You don’t want to hire someone whose off-duty ethics, judgment, and other behavior, are questionable.
MaRS Startup Toolkit is another awesome source of sound advice on how to prepare for, plan, and select appropriate interview questions. It recommends starting the interview with educating the candidate on your organization’s corporate culture and answer any initial questions that the candidate may have.
Although the candidate should research your organization before their big meeting with you, nothing can substitute for a first-hand account of the work environment. So, if you don’t provide this type of insight into the company, the candidate will be unprepared to make a fully-informed decision about any subsequent offer of employment from you.
It is important to remember that both you and the candidate are assessing if you are a good fit for each other. So, the better prepared that you both are, the more likely you will both make the right decision to select, or to not select each other.
Selection Success to You! Go Get Your Right Candidate!
