Sell The Role Or Loose The Candidate
If companies want to attract the best talent, then the interview process has to be focused on giving both parties the opportunity to understand the mutual fit. The structure of an interview is such that the information flow is stronger from candidate to client, but especially for market leading candidates, there should be more of a balance. The client needs to appeal to these candidates and know which buttons to press.
The recruiter plays the role of a facilitator in this situation.
They often have a prior relationship with the candidates. They understand their personal and professional motivations, and know why they have made career moves in the past. Recruiters use this knowledge to pique the candidate’s interest and throughout the process they ensure that the candidate is sufficiently motivated to continue.
Then the internal HR Manager or Recruiter takes over.
Their job is to ask questions (amongst others) about what motivates a candidate at work, their preferences in terms of working with others, their future ambitions and what they enjoy about their job. During this conversation, every candidate question should be answered, and every concern allayed. The candidate should be left in no doubt that it is a great place to work.
In tandem, or in a separate conversation, the Hiring Manager chips in.
For him, the professional motivations of the candidate are of paramount importance. What do they want the role? What do they want to achieve? What can the company offer them that their competitors can’t? Hand in hand with the professional considerations, come the personal aspects of the job. What sort of a boss do they work well with? What is their preferred style? The hiring manger should aim to build a quick rapport with the candidate, as this is the one thing that makes or breaks any recruitment process. You have to feel an affinity for the person that will be your immediate boss.
The Big Boss finally supplies the big picture.
Whether this is an MD or a Department Director, it is vital that there is a wow factor to finish the process. They can sell the strategic direction of the company, and they too would, hopefully, look to build a fledgling relationship with the candidate. If all the boxes have been ticked to this point, it is this last stage that often “seals the deal.”
In any recruitment process, never assume that the candidate has enough information and motivation to say “yes” should you offer them a role. At all stages, it is always worth asking questions, assuaging their doubts and hopefully beating their expectations.
A candidate who feels that he has been wooed is far more likely to join than one who has been given the option to “take it or leave it.” Candidates want to feel wanted. Make sure that the best ones do, or you might miss out.