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Interviewing 101: How to get the right candidates through the door22 Dec, 20227 minutes
If you are a company that is looking at plans for growth within your staff, then this blog ...
If you are a company that is looking at plans for growth
within your staff, then this blog is for you.
We will offer the best practice for having a successful
interview and getting candidates coming back to you desperately wanting the
The age-old saying “failure to prepare” is key when interviewing,
this is not just for the candidate to heed but also for you the hiring team!
You will need to start with how you going to applicants coming
to you, whether you are going to post jobs on job boards or use a recruitment
agency to search for candidates anonymously so you are only getting the best in
Once you have received a healthy number of candidates to
consider for the open position you will need to plan out your interview process,
will you prefer the one-and-done approach with a single interview or will you
go for a more thorough plan of multiple interviews and even set a task for the
candidate to complete.
If you are to choose the single interview method, ensure
that you have enough questions to find out the correct information you will
need for an ideal candidate. Also, make sure you have enough questions to
warrant the time taken to speak with the candidate, after all, you will be
taking away time that could be spent on the company.
The interview is a chance to have a conversation with the
individual and better understand their character to see if they will be able to
mould in well with the current team you have in place. Interviews are of course
a two-way street so do be prepared to account for questions from the opposite side.
There must be a good flow throughout the process as again you are needing to
make sure that each minute spent with the candidate
If you are to choose the multiple-staged route ensure that
each stage is different from the last. What we mean by this is that you cannot
simply bring a candidate in for 3 interviews that are all Q&A based with
the same person each time.
A good way to separate each interview stage could be the first
stage to be an informal chat to get an idea of the person’s character and whether
their personality is in keeping with the rest of the teams. From there you can
move to a second stage and incorporate a task to show their capabilities that they
would be able to meet the demands of the role daily, having a task is also a
good way to see the candidates’ commitment to the role. You will be able to see
the level of their work and the effort they were willing to put into securing this
Moving to the final stage you can have them meet the key
decision maker, the company director or their potential team leader, this way
you can get an idea of how they respond to authority and that they can match
the professional nature of more senior members in your company.
To ensure from the start that you are getting the right
level of candidates attending your interviews, it is best to have a dedicated
person for resourcing and screening ideal candidates so that your time is not
wasted looking through applicants that are time wasters.
The best possible measure for this is to outsource to a recruitment
agency, like Integro. A recruitment agency has the tools and insight into which
candidates will be suitable for you and will take the time to talk with them, meaning
you will have more time spent elsewhere in your operations.
For help with your recruitment process, contact our expert
team of recruiters to help you today!
Call: 0161 989 5670