Your employer brand and job ad may have done enough to get someone to apply. But how can you make your interview the one they remember?
How do you get them so excited about the opportunity they can’t wait to tell their loved ones?
Here are some simple ideas based on candidate feedback over the years:
Give them something to believe in
Most companies don’t have bottomless pockets to compete financially. So standing out often means showing them their work has purpose and meaning. You want them to know the work your organisation does is worth being part of.
Communicating your culture
As well as meaning and money, people want to enjoy their work. They want to know they’re in an environment that brings out the best in them. Somewhere they can feel valued and supported. So a clear explanation of what to expect goes a long way.
Putting them at ease
I covered this in the last email, so I’ll keep it brief. A warm welcome. A friendly smile. And a relaxing environment. They all go a long way. An intimidating and uncomfortable experience will stand out for the wrong reasons.
Setting them interesting challenges
Boring won’t cut it. If you’re setting someone a test or challenge, it needs to pique their interest and get their juices flowing. Think creatively. Avoid anything that feels run-of-the-mill. Have fun with it.
Being prepared for their questions
The best people arrive at interviews with questions. Especially if they have options. Clear, honest, useful answers will stand you apart from those who like to keep the focus all on them.
Communicating well before and after the interview
A candidate’s experience starts long before they’re sat across from you and extends beyond it too. All businesses communicate the need-to-know details. But there’s a big opportunity for those that share ‘you might like to know’ information too.
Making a compelling offer
It’d be disingenuous of me to suggest salary and benefits won’t be a big factor in their final decision. Understand what compelling looks like in your industry and location. Then use it to put yourself in a strong position.
Good luck!
Raina
Are they a set of characteristics all good hires need? Or is that at odds with inclusivity? Raina uses her latest article to explore the role of character attributes in hiring.
Learn MoreThe hiring process can produce tough moments for everyone involved. In her latest post, Raina discusses the important role that feedback plays in softening the blows and improving future success.
Learn MoreHow do you deliver against your DE&I commitment when it comes to hiring? In Raina's latest post, she talks about the value of female representation in interviews and other parts of the candidate journey.
Learn MoreWhen it comes to diversity, equity and inclusivity in recruitment, good intentions won't cut it. Executing your strategy effectively is the key to success. In her latest article, Raina outlines some simple steps for getting DE&I recruitment right.
Learn MoreDE&I hiring gets talked about a lot. But with most examples coming from big corporations with very different challenges, what should or could a DE&I process look like for the rest? Raina shares some practical, actionable ideas.
Learn More