Better job interviews showcase your employer brand and engage top talent
There are many approaches to designing an effective job interview. In a market where job seekers are still in the driver’s seat, the quality of job interviews matters more than ever.
Anyone can initiate a job interview, but not everyone can engage and attract top talent. Here are 5 considerations for how best to approach a job interview before meeting potential employees.
Empower talent by treating them like consumers of your product
A job interview is a two-way conversation. As an employer, you’re assessing talent to determine whether they are suitable for the job. Simultaneously, candidates are running their own assessments. They’re working out whether your organisation is the right fit for them.
Talent are consumers of your product, regardless of whether you decide to hire them. It’s ultimately up to the candidate to decide whether they will form a professional relationship.
Remember you are a reflection of your organisation
Recruitment is marketing. Your job is to engage with talent and show them what a great place your organisation is to work. You are marketing your employer brand.
During a job interview, you are a reflection of your entire organisation. First impressions count, so every component of the interview should be viewed as an opportunity to win over talent, encouraging them to choose your organisation as their next employer.
Engage with the person, not the employee
An interview aims to determine how compatible someone is for the job role and organisation. This means learning about their personality and character, as well as their professional attributes.
Your line of questioning can help determine what kind of person your interview subject is and whether they align with your organisation. This eBook offers a list of high-impact questions that will help you identify top talent not just for their skills but for their personality.
Give your interviewee space to speak and ask questions
A good interviewer has strong active listening and analysis skills. Structure the interview by providing space for talent to talk uninterrupted. People will be more revealing about themselves, which will provide a better indication of who they are and what is important to them.
If you have time restraints, find out what people want to know more about. Otherwise, you might be wasting everyone’s time talking about something your interviewee already knows.
Design an interview that promotes transparency and authenticity
If people feel comfortable in an interview scenario, they are more likely to open up and reveal their true self. Founder of Heart Talent Cynthia Harris believes people respond best to transparency and authenticity.
She says there is no such thing as a perfect job or organisation. Therefore, it’s equally important to share your positive and negative narratives throughout the recruitment process. By providing an honest outlook on the organisation, you are more likely to encourage honest answers to your interview questions.
Final thoughts
A job interview must be designed to reflect your organisation. Questions should be tailored to the job role. And people must leave the interview happy with their experience, regardless of the outcome.
Even if your interviewee does not become an employee, they will have candidate experience. They are still a potential advocate for your organisation and can influence others with their perceptions. According to a CareerBuilder report, 42% of people would not apply for a job with an organisation they’d had a bad experience with.
The right interview will attract the right people. Your employer brand is an evolving entity that is shaped over time. Job interviews provide an opportunity to showcase your employer brand and engage talent.
Heart Talent believes good recruitment doesn’t happen by accident. If you’d like to talk about how to hire the best talent, contact the Heart Talent team today.