Hiring and retaining good people is the best investment a company can make. Good interviews are critical to your company's success. Why? Good interviews are the foundation for good hiring decisions, and good hiring decisions result in optimal company performance. The hiring process must be organized, timely, and thorough. To that end we offer the following:
Before the interview process begins:
Make sure the administrative responsibilities, such as headcount, position description, compensation range, start date, and other key criteria are documented and approved before starting your search.
Resumes don't tell the whole story:
Work with your recruiter to develop a prescreening plan for the open position. This saves you time by insuring that you only review qualified candidates.
Prepare for the interview:
Make sure everyone involved in the interview process understands the position requirements and duties, has a copy of the interview schedule, has reviewed the prescreening information (resume, test results, and other documentation), and has prepared questions.
Schedule interviews promptly and provide post interview comments as soon after the interview as possible.
Make the interview a priority:
The candidate should be your number one priority during the interview. Let your coworkers know you should not be disturbed during the interview. Put your phone on "do not disturb".
Two way evaluation:
Remember that the candidate is evaluating the company, the position, and the people. Sell the opportunity as it pertains to the candidate's goals. Sell yourself. For example: Tell why you joined the firm and give an overview of your successes.
Use interview feedback:
Utilize your recruiter to evaluate the results of the interview. This information can be vital when closing a candidate you want to hire or making adjustments for future interviews.
Make a decision:
You don't have to interview 50 candidates for each position. When you find the right person for the job, make the offer. When you keep a candidate on hold, interest wanes and other opportunities for the candidate become available.
Presenting the offer:
Know the candidate's expectations before making the offer. This will help you position the offer to address any concerns the candidate may have. Make sure the candidate has access to any information (including benefits, bonus plan, project assignments, etc.) he or she needs to make a decision. Be available to answer questions.
The hiring process does not end with the acceptance of an offer. You must continue to engage the candidate until he or she starts to work.
Your recruiter is a valuable asset in the hiring process. Make use of his/her talents and position to help you make the best hires.
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