Okay, so we’ve sent you a list of candidates. You’ve reviewed them, seen their videos, read their CVs, and narrowed them down to a short list. What next? Before the interview (it’s a long topic worthy of it’s own blog post), what should you be doing to prepare?
The most important thing is figuring out what you want. Obviously you want a new member of staff or you wouldn’t be hiring, but what is it that you’re really looking for in an employee? Do you want someone creative? Someone who’ll work lots of overtime when it’s necessary? Someone who fits in with the team culture? Someone with very set ideas, or someone who you can mould in the company’s image? Thinking about this before will help you stay focused during the interview process, and help you to determine which candidates are right for your current needs.
You should do a bit of homework on the candidate before they arrive. Read their CV, watch their video on our website, but also consider digging a bit deeper. You could, for example, spend a couple minutes researching their previous company, an orginisation they volunteer for, or even an unusual pastime they have written about on their CV. The idea behind this is to get a well-rounded view of this candidate. This will help you to see who will best fit the slot you are looking to fill, and will also give you more to discuss during the interview. An added bonus is that candidates will usually enjoy the fact that you took a couple extra minutes to consider their backgrounds and will likely think more highly of your company as a result.
Finally, spend a couple minutes thinking about how to sell this position. Interviews are a two-way street (yes, even in these tough economic times) and candidates are using the interview process to interview you right back. So think about why they would want this position beforehand. Is there lots of room for growth in your organisation? Do you offer unusually good benefits? Do you offer flexi-time, or maybe have a gym on-site? Is the work itself interesting and challenging? Once you know the answers to these questions, you’ll be able to convey them to candidates during the interview, which will sell them on the position.