All right. So, I’m kind of superficial. I’ll admit it. Appearance, presentation and overall packaging mean a lot to me and I believe they make a pretty big impact. Even when it comes to interviewing, I feel like I represent my company and therefore, I want to make a great impression on candidates. I put on a suit for most all interviews, I put my best foot forward, and I’m out to make sure each candidate I meet likes me and likes my company.
Trust me. You will want to work for APCO once I’m done with you.
As recruiting and HR practitioners though, do we all do this? Because truthfully, I feel like I myself have 
interviewed with HR pros who just don’t seem to take things as seriously as me. I mean, you are the ultimate ambassador for your company – so why don’t you welcome candidates just as you would welcome a guest in your home? Or have you become so routine with interviews that it’s like calling customers out at the butcher counter? “Neeeeext..”
Lots of HR folks have given up on the marketing side of the biz. Or maybe they never got it…
I’ve been thinking about impressions we should make as interviewers, especially since one of the junior staffers on my team is gearing up to start interviewing candidates on her own. I thought about the way I’d like to see her approach an interview and came up with a list of things to consider. Here is some of what I parlayed to her:
- Make the interview a comfortable and safe place. Welcome them. Make sure they know you’re excited and pleased to be meeting with them. Interviewing shouldn’t be a drag on your time- it’s an honor to meet them, in fact.
- Take their coat. Offer them a beverage. I think you should treat the visit no differently than you would a guest in your home.
- Make it a conversation. We’re not here to interrogate. The candidate is already nervous as it is.
- Every question must have a purpose. What are you trying to solicit with each question? What is the desired answer? Have you covered all the major competencies for the position?
- Have some follow-up questions to your original question(s). Don’t be scared to dig for details. Your original question, in and of itself, is not good enough. You’ve got to keep digging.
- Be their champion as much as you can but still remain fair and objective.
- If the candidate is meeting others in the organization, prep them. Make sure they understand how these people fit into the bigger picture and why they are meeting others.
- Make sure they understand the position, the team it is with, and how their role fits into the bigger picture of the company.
- If you aren’t feeling the candidate, don’t let it show. I want every candidate to have a positive experience, even if they are bombing it. You can cut the interview short if they are that horrible, but don’t let on. EVER. You never know when you might encounter them again or when there might be a different position that they could be a great match for.
- Be enthusiastic. You’ve got to sell the company, but don’t be sleazy about it. Your authenticity will be enough. If you love where you’re at, this should be a no-brainer.
So what do you think? Did I miss anything?
Based on some of the HR and recruiting pros I’ve met with myself, I have to say, we don’t all walk the talk… but I’m curious what other nuggets of advice you’d pass on to someone new to interviewing.
Or maybe you don’t think that the impressions we make matter?
Jessica -
I thought your list was on the money. It all comes down to selling – and every little thing you do as the interviewer is another way to separate your employment brand from the pack. Good thoughts!
KD
As a third party, my candidate relationships are paramount. Not to start another HR v 3P snarkfest but I cannot always say the same for in house teams and HMs. I do know that it is often out of their power to create a cohesive experience but I am totally with Jessica that a smile, some respect and a Diet Coke go a long way.
I would also mention that you should never disclose salary unless the funding for it is rock solid. Oddly enough, a lot of pros do this before the budget has been formally cut and then everyone takes it badly. This is after the time window of Jessica’s post but it should be mentioned.
Very interesting piece which resonated with me especially well given an experience this week…I was at an interview on Thursday and was quite surprised that I wasn’t asked any questions. I sat there for an hour listening to the chap talk about his organisation. Then he said – “ok, it was interesting to meet you and I will recommend that we progress you to the next stage”! How the…..?
I agree 100%. I had a recent discussion on this with a friend who is currently interviewing. He was amazed at the range of quality in the recruiting process. Some was spot on with your recommendations and some was at the other end of the scale. I think this not only reflects poorly on the company but let’s face it, it just looks like bad manners if you can’t even manage to offer a glass of water to someone who is going to have to be answering questions for a couple hours.
Jessica:
Good stuff! Many of our candidates travel to interview (as I’m sure most of you have experienced) and I always like to make sure to have a detailed agenda prepared in advance – along with all travel related info – so the candidate sees the company as a professional, organized and well prepared organization they would like to be a part of! In addition, we always try to get the e-mail addresses for the interview team (when possible) and send them our synopsis, candidate questionnaire, CV and other material to help them prepare for the candidate interview — and to help avoid wasting time once the candidate arrives. We always make sure there is a point person to help transition the candidate from all members on the interview team so we can mitigate the risk of having them assigned to a waiting room chair for 30-45 minutes (OUCH!!!). When possible we try to arrange dinner the night before with members of the interviewing team that may be pressed for time the following day – or others that might be traveling and not available on interview day. All in all I totally agree with your assessment to make sure they are treated like a customer – regardless of the outcome. At the end of the day – it’s the company image and reputation that will be with the candidate WIN or LOSE that counts!