When you bring in a candidate to interview for an open position at your company, remember that the process is not just a chance for them to sell themselves to you. Good interviewers should offer a positive hiring and interview experience to sell a candidate on your company and the job. We have great examples of companies creating excitement and interest from interview feedback experiences that we receive from candidates. Our staffing experts at That’s Good HR would love to share ideas if you are interested.
Prepare yourself for each candidate
So often, interview preparation focuses on the candidate. But as the interviewer, you should be doing just as much prep work. Read over the candidate’s resume, cover letter and any supplementary documentation to get a full picture of their experience. You can sell a candidate on your company by showing that you have done your research and, in turn, showing them that you care.
Also, make sure that you are able to easily discuss or answer any questions about the position you are interviewing for. You should also be knowledgeable about your company mission, culture and benefit package, especially any perks specific to the currently open position.
Choose interview questions carefully
As you continue to prepare for the interview, choose your questions with the open position in mind. Whether the interview is in person or virtual, thinking of it as more of a conversation than an interrogation can help put you in the right frame of mind. Remember that your candidate is interviewing you and your company just as much as you are interviewing them.
Instead of using the age-old, generic questions we’ve all heard a million times, tailor your questions to both your company and the candidate. Offering up behavioral questions and hypothetical situations can give you a better idea of your candidate’s soft skills and critical thinking ability, plus it can give them a better idea of experiences they may have in the company or position.
Sell a candidate on your company with unique branding
No matter what type of position you are interviewing for, you should always incorporate a branding message about your company into it. This message should give candidates a good picture of the company culture and really sell them on why they should want to work with your staff. As you do your research, try to craft a message that will highlight what they are most likely to find appealing to really sell a candidate on your company.
For example, if a candidate’s cover letter talks about their love for working in teams, be sure to emphasize where your company and this position focus on teamwork and inclusion. You can also ask the candidate where they think their specialties would have the most impact and take that into consideration when determining exactly what their job offer may look like.
Assess the candidate experience with recent hires
Some of the best research on your interview and hiring processes can be done right in-house. Speak with your most recent hires to the company and ask them what it was like to join the team. And perhaps just as important is to request to survey applicants who turned down the job or were not chosen for a specific position (just be sure to do so tactfully).
Ask recent candidates about the communication they received and overall company responsiveness. Did they think the hiring process was too long or involved too many interviews? Were they educated about the company mission and culture, or did they receive a tour of the office? How did the hiring process compare to others they have experienced?
Do you need more help with your interview skills to sell a candidate on your company? That’s Good HR can help! You can trust us to help match you with the right employee for both the job and the company overall. Contact us today at 317-469-4141 to learn more about our staffing solutions.
