You’re recruiting for a new employee and you want to really get the most out of the process and hire the best candidate in the most effective and efficient way. You have your hiring goals and business objectives in mind and obviously want to do what’s best for your organisation. However, it’s important to remember that your candidates are interviewing you too. They’re testing out whether your company is a good fit for them and whether the role you’re offering matches their expectations. To help you attract the best and keep the attention of the best candidates, we’ve suggested a few pointers.

Good Communication
One of the frustrations of candidates during the hiring process is the lack of communication from employers. Spending time perfecting a CV, completing an application form and particularly preparing for an interview takes time and effort, so if they’re not successful or there is a hold-up of any kind, keep them updated and offer a proper explanation. Once you have selected your interview hopefuls, providing them with adequate information to allow them to prepare is only fair. Do you have any further resources that would allow your candidates to swot up about your organisation? Or could you provide details on what to expect during the interview?

Make Them Feel Comfortable
Your interview candidates are your guests, so making them feel comfortable in a situation where they’re likely to be nervous should allow them to open up and enjoy the experience as much as possible. A friendly tone and attention to the small things can make all the difference; for example offering candidates a drink or explaining what’s going to happen next should help to put them at ease. Initial icebreaker conversations and chit-chat are another way to help your candidates settle in, offer introductions to everyone they will be meeting that day, don’t rush and try to minimise distractions.

Show Them You’re Interested
Treat each candidate like they’re you’re best candidate. If a candidate has a bad experience at an interview or is not made to feel welcome or valued they’re less likely to want the job, but also less likely to speak positively about the company to others.  So do your research, read their CV or application form and don’t duplicate this information when asking questions; if you ask what university they went to, they’ll know you haven’t done your research.

Provide a Realistic Job Preview
The interview is a great time to show candidates around, allow them to meet the team and get a real feel for your business culture. So as well as going into detail about the role and its requirements so candidates know what they can expect if successful, it’s a time to really sell your organisation.

Ask Open Questions
The kind of interview questions you ask will depend entirely on the role you’re recruiting for, however open questions that encourage candidates to tell a bit of a story are often well received. Questions such as “what is something you’d be happy doing every single day for the rest of your career?” or “what’s the biggest decision you’ve had to make in the past year and why was it so big?” give candidates an opportunity to talk about something they’re passionate about. Their answers may also give you a good feel for their personality and charisma.

For support and advice during your organisation’s interview process contact Langley James’s recruiting experts who are available to help you every step of the way.