Given the fast-paced nature of recruitment, knowing how to conduct an effective job interview can be challenging for even the most experienced of Recruitment Consultants.
Given today’s talent-driven landscape, preparation and structure are essential components to ensure you conduct a job interview that will engage candidates and increase your chance of securing those placements.
In this blog, we show you how to conduct a job interview that will help you develop significant relationships with top talent.
1. Give yourself enough time to conduct the job interview
It is absolutely crucial for Recruitment Consultants to plan ahead of time and free up their diaries to ensure that client meetings or any other engagements do not overlap with the interview. Whether employed or not, great candidates take the time to prepare for and attend an interview, so it’s important to be respectful of their efforts in this regard. In today’s talent-driven landscape, treating a potentially great candidate like an overbooked doctor treats a patient in the waiting room will only risk putting them off you and your roles altogether.
2. Be informed and prepared when conducting a job interview
If you spend the first few minutes of the job interview looking over the candidate’s CV, or waffle on about the weather because you have not familiarised yourself with the position, you’ll risk giving the candidate the impression that you don’t respect their time and efforts. Ensure you enter the interview room prepared, having taken the time to thoroughly review the position and candidate’s work history beforehand. Ideally you should write down the questions you intend to ask. Develop your questions from the areas of the candidate's background that deserve the most attention, based on the job description and your hiring criteria.
3. When conducting a job interview, set realistic expectations
After the job interview, the candidate only has three questions:
Am I in the running for this position?
When will I hear from you again?
When will your decision be made?
It’s important to set realistic expectations with the candidate when you interview them, and avoid promising the world if it cannot be delivered. If a candidate is suited to the role and ticks all the boxes, let them know that you are optimistic about their chances and will do all within your power to place them to the role. Alternatively, if they seem to lack experience or a thorough understanding of the role, advise them accordingly.
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