As recruiters, we’ve had prospective candidates who couldn’t do the job if they’re lives depended on it.
It’s the nature of the beast.
We try to do everything we can to assure that we’re getting the right personnel. As such, it’s absolutely critical that we convey certain points and topics in a clear way. Emphasizing certain topics streamline the process and assure that we get the right candidates in the right roles.
If we don’t make these topics paramount in the interview process, we welcome the chance for a nightmare scenario. Furthermore, you’ll perpetuate the idea that the use of third party recruiting is something that companies can do without. Of course – as a figure in the industry – this is bad for us as a whole. In any event, here is what we consider to be the most important topics to nail during an interview with a prospective employee:
1) The ability to do the job:
The ability and drive to present as much information for an employment opportunity holds a lot of weight.
Truth be told – it’s a no-brainer, but one still worth reiterating every time you get the opportunity. The reason that this is worth mentioning is because it is the largest representation of whether or not you are a recruiter worth their salt. In short, if you’re not even able to handle the basics of bringing qualified people – you’re simply not doing enough.
As your primary objective, the key is to emphasize to a potential employee, that the ability to consistently handle the rigors of the job is most imperative. Of course, this includes what a candidate should know about the job. This is another thing that would be considered relatively self-explanatory, but some recruiters simply do not convey everything the job would entail.
Emphasizing that point is crucial, as many candidates have asserted that their recruiter didn’t let them know as much as they should have.
2) Show that you know your stuff:
If you’ve been in the industry for a while, you’ve probably heard that a number of recruiters are not as knowledgeable about the industry that they “specialize” in. Of course, this is a misnomer for a lot of us. Like any other industry, we care a lot about what vertical of recruiting we’re working in and take the time to learn it. With that being said, there will still be a substantial learning curve for someone working in recruiting compared to someone who is the potential candidate. After all, we’re not really working in the industry. We’re actually working for the industry, right?
Thus, it’s important to emphasize that you’re actually someone who knows a few valuable insights regarding the industry and position. Being able to talk a bit of shop with the candidate is also central. Doing so will go a long way in weeding out some candidates that would be a poor fit for the job.
Performing additional research into the industry will help show the candidate that you and the client expect a degree of standard. As the recruiter, this will assure more success and conversion rate of placing candidates.
3) You separate wheat from chaff:
Let’s face it; in this current job climate, you’re going to get a very high volume of potential candidates.
As you would expect, many of these candidates are simply not properly suited for the job. Given the industry, you could be sifting through hundreds and hundreds of unqualified applicants. This could be an encouraging pool of options, but daunting to evaluate everyone.
When interviewing those best qualified, it’s important to let them know that you are performing extensive due diligence. This may seem ominous, but it’s the job of the recruiter to check references for authenticity and to receive honest feedback of what clients are looking for in a prospective employee.
Additionally, it helps to ask questions that assure that the candidate read the job specifications accurately.
Often times, recruiters find that without asking industry specific questions, candidates are less aware of essential points.
4) Efficient selection:
The last point is integral in the recruiting interview process. You may run into one of those candidates that may not be as interested in the job as you think they should be. According to a Forbes article, one recruiter spoke about their experience with candidates who were able to meet certain requirements prior to an interview. However, the candidates interest level and career objectives did not fit the available role being offered. Because this situation can be commonplace, it’s principal to find an efficient selection process prior to moving forward.
It’s important to convey that this is a job that needs to be filled immediately and that you’re completely committed to making this happen as quickly and efficient as possible.
How do you approach your interviews? What are you doing to build a more thorough and efficient interview process? What techniques have worked for you? Leave a comment and share your thoughts.
Author: Gerald Buck is the editor of http://www.ejobapplications.com, a website offering free downloadable job application forms, career information, job interview and resume tips, as well as much more. Follow him on Twitter @EJobApplication.