Elevating The Interview Process: Cultivating Mutual Engagement & Growth
It’s time for a candidate interview. Every hiring manager knows the drill. You show up and ask the questions. The candidate shows up with answers, and if they’re good answers, you hire that person. Straightforward enough, right?
Yes and no.
The BEST recruiters (and candidates!) I know approach every interview as a mutual exchange of information and strategies.
As the hiring authority, you also need to prepare for situations where the candidate interviews the interviewer. The best prepared candidates often pose the most challenging questions.
How you navigate those situations can make—or break—a great hire.
Asking good questions is a great start, but what about YOUR responses to the candidate? The most successful interviewers pursue conversations that reveal new perspectives on their company culture and the job market.
In my ten-year career as an executive recruiter, I’ve facilitated THOUSANDS of interviews between highly qualified candidates and Food & Beverage industry giants. I’ve consulted with senior hiring authorities at major manufacturers—from meat to dairy to more—and I’ve shuttled star candidates from mid- to high-level roles. I’ve broken good news and I’ve broken bad.
Here’s what I’ve learned from BOTH sides of the interview process:
Follow up, follow up, follow up.
The best interviewers ALWAYS remember to communicate. Still haven’t heard back from the remaining committee members? Key decision-maker on vacation? Reach out to the candidate. No news BECOMES good news when given in good faith. Open communication—ESPECIALLY in the initial stages—demonstrates a strong commitment to a positive work culture.
Stay competitive. First impressions always matter.
Sure, you’re interviewing the candidate—BUT remember that they’re also interviewing YOU. Stellar candidates are stellar everywhere. That rock star you interviewed last week? I can guarantee that they’re interviewing—and WILL receive offers—elsewhere. So, if you want to remain competitive on the job market, you have to show your best in every single interview. Be on time. Show your interest. Remember, first impressions count—this could be YOUR future coworker.
Learn from a candidate’s questions.
Be receptive to candidate concerns. Almost every interviewer closes the interview with the ol’ Do you have any questions for me? Some recruiters ask the question for one reason—to evaluate the candidate’s engagement—but few consider the responses posed as opportunities for THEIR company to improve. How many ask about work-life balance? Paths to career growth or promotion? Average tenure? Their concerns reflect the larger concerns of the job market INCLUDING your current employees. Take the free feedback for what it is—free.
A good interview produces a good hire. A great conversation leads to great hires—AND a greater organization.