In today’s market recruiters need to offer a fuller, more ‘value added’ service – not only to clients but to candidates too. According to Recruitment Matters most active jobseekers are investigating 10 – 15 different job options at once and candidate drop-out rates are at their highest ever , so it’s vital that recruiters are probing, digging and challenging in candidate interviews. Here, from Recruitment Matters, (written specifically for us) are five top tips for creating the ultimate candidate interview process:
- Qualify first, sell second. Always thoroughly qualify the candidate first, before selling an opportunity to them. It sounds obvious, yet the majority of recruiters fail to adhere to this simple rule.
- Information gather. Our job is not to know the right answers, but to ask the right questions. Probe deeply into the candidate’s background, needs, wants and motivators. The more information we have about the candidate, the better we will be at matching them to our clients and controlling the process.
- Presentation Vs Performance. Don’t judge your candidates just because they look good either in person or on their CV. Real superstar performers can be truly identified by behavioural and achievements based questions. Focus on examples of going the extra mile and notable achievements.
- Your candidates will lead you to market. Candidates are your biggest source of market information!
- Today’s candidate is tomorrow’s client. Explain how your service works for them; manage their expectations; be honest with them, set timescales and explain ‘next steps’ at each stage of the process.
These tips were provided by Jo Gregory, associate trainer with Recruitment Matters International and come from RMI’s new one day course ‘Candidate Interview & Screening Techniques’ which launches in September. For more information email ken@recruitmentmatters.com or call 0800 0749289.
