This article is written to provide you with an understanding of what an interview is in the Recruitment Process and to give you a template to use.
Once the pre-screens have been conducted, the next step is for the hiring manager to select which candidate(s) they would like to meet.
Interviews are done either in-person or more recently via video conferencing, where the recruiter and hiring manager will engage candidates in a conversation to get a better understanding of their qualifications, work experience, and to gauge their personal skills to see if they will be the right fit for the role, and the company’s culture.
When the time comes for booking an interview, try to provide everyone sufficient time to prepare. We recommend offering at least 1 day to prepare for the interview, but no longer than a week. You want to ensure that those who are selected for the interview remain engaged in the recruitment process, too much time may cause the candidates to lose interest.
Once an interview date has been selected, it’s important to also communicate where the interview will be located. When it comes to meeting a prospective employee for the first time, generally the interview will take place at the office, however, it is becoming a common trend that the hiring team may want to conduct the interview on neutral grounds such as a coffee shop, where everyone may feel more at ease.
Finally, since we are offering and providing the candidate time to prepare for the interview, it would only be fair that the hiring team comes prepared as well! This can be done by preparing a standard template in advance with a set of technical question, which can be asked by the hiring manager and a set of behavioural/culture questions, which can be asked by the recruiter. By having a set template, this ensures that everyone who is being interviewed will have equal opportunity as they will be asked the same set of questions.
Coming prepared for an interview gives off a great first impression that your hiring team also took time to prepare for the interview!
As we mentioned earlier, the recruitment process can be nerve-racking for the candidate. To ease those feelings, try asking some ice breaker questions at the beginning of the interview before digging straight into the interview questions. Try to engage everyone by telling them a little about yourself, not only about your position within the company. Gain attraction to the company by summarizing the company culture and why it is a great place to work at. Remember, the recruitment process is the first impression any external person gets, so start off on a positive more personable note!
Once you have completed your interviews, what comes next? That’s when you complete Verbal Reference Checks, which we will discuss in Part 4 of this series when we discuss the last tab of the Recruitment Workbook.
Before we move on, it is important to note that the sourcing and selection process can take some time to complete. However, when you set a goal for when you would like the vacant position to be filled, it does not seem so daunting. Having a target to have a position filled has always helped me when I was in recruitment (which was proven to be successful, especially when recruiting high volumes).
Try targeting to have a position filled within 30 days from posting, this ensures that the applicants continue to be engaged. If this time frame seems too short, do not worry! It is perfectly acceptable to touch base with the applicants (especially those who you have already spoken too) to let them know that the recruitment process is taking longer than expected and that they have not been forgotten. As someone who has applied for positions before, there are times when I forgot about a position because it took the company over 2 months to reach out about my application, and if I am being honest, it did not leave a positive outlook on the company. Try to remember, that your company’s recruitment process is an external persons first impression on how your company handles it processes.
To make the recruitment process seem less daunting, ensure you have the right hiring team in place to make the process better streamlined. Soon enough, the 30 day time-to-fill target will feel less daunting and within reach.
For an example template of questions that a company may want to ask their prospective employees, download tab two of the Recruitment Workbook – Interview. Keep in mind that these questions are general and can be revised based on your company’s needs and culture!