Managing the Interview Process

During any interview process the interviewer is being as keenly assessed as the Applicant. The interviewers’ presentation and conduct during the interview process will directly impact the Applicant’s perception of the Client, employees, and the hiring organisation itself.

A well managed interview process is important for the following reasons.

An efficient, well managed process suggests a dynamic organisation, empowered management, an organised environment and an enthusiastic employer.
A swiftly run process reduces the chance of losing good Applicants to competing employers.
The interviewer gives the only indication available to the Applicant of the caliber of individuals within the organisation.
While there are many sources of advice on interview technique, by undertaking the following stages you can ensure that even an inexperienced interviewer presents a professional image to applicants.

1. Preparation (1): Ensure that a Job Description, Person Specification and Job Pitch have been prepared for each role.

2. Availability for Interview: Give recruitment the right level of priority and ensure you respond quickly to your Consultant on introduced Applicants with availability for interview.

3. Preparation (2): Immediately before the interview make sure you read your Job Description, Person Specification, and Job Pitch, to refresh your knowledge of the role and the attributes required of a relevant Applicant. Read the Applicant’s CV and make notes on any areas of particular interest. This preparation will impress the Applicant and ensure you achieve sufficient understanding to enable an accurate decision making process. Also read What Makes the Right Hire.

4. The Interview: Ensure interviews take place punctually and in appropriate surroundings away from noise or interruptions. Switch off mobile phones!

5. Feedback: Whether you want to progress with an Applicant or not, write down feedback immediately after the interview and provide this feedback promptly to your Consultant.

Applicants make a major time commitment to attend an interview. Repay their interest with informative and considered feedback.
Prompt feedback will ensure the Applicant remains positive about your opportunity and organisation, regardless of whether he is advanced in the process or not.
By highlighting Applicant strengths and weaknesses, Applicants can attempt to address your issues in subsequent meetings.

6. Offering an Applicant: Having selected an Applicant you want to hire, it is vital to move quickly in securing them. To maximise your chances of achieving a successful conclusion to the interview process we recommend the following:

Discuss your proposal with your Consultant. Your Consultant can provide vital information on interest levels, salary expectations, general Applicant "hot buttons" and competing offers, to ensure that any offer made is at a competitive level and appeals directly to the specific Applicant.
Fulfill or exceed expectations. Ensure the offer arrives within the agreed time-frame and that the content of the offer achieves or exceeds the expectations set with the Applicant during the interview process. Failure to achieve this can significantly damage the Applicant’s trust and enthusiasm at this key stage in the process.
Don’t delay in issuing the offer. At this stage the Applicant may have numerous potential employers interested in making them an offer and a quick response will reduce thier window of opportunity to compete for your Applicant. An accurate written offer provided swiftly will also give the Applicant the impression that you are an enthusiastic and efficient organisation.