The more interactive, lively, engaging an interview (or series of interviews), the more you know about the interviewee. The better you know an interviewee, the better your decision to hire (or not).
You have two options: (1) leave interview engagement up to each candidate or (2) structure the interview to engage every candidate.
Option (2) insures a level playing field.
Here are 5 Tips to Engage Your Interviewees...
Update the candidate on the complete interview process. If your interview process involves a series of interviews, assessments, presentations, etc., inform the candidate of all that will be included. Detail the minimum the candidate can expect and and the max., if she progresses through the entire interview cycle. Having the "full journey" in mind increases her opportunities to engage freely in each step along the way.
Structure the interview for two-way Q&A. Most interviews involve one-way interaction: interviewer asks, candidate answers. Conduct the interview with opportunity (invitation, encouragement) for the candidate to ask questions. If you structure your interview around several sub-categories, you can give the candidate openings to ask questions (and receive answers) around each area.
Expose the interviewee to information. You want your interview to gather information about the candidate in relation to the position and the company. Enhance this by including information sources in the interview: annual reports, photos from the company's history, organizational charts (w/o names?), promotional materials. Inviting the candidate's responses to this type information may offer additional insights.
Include informal conversation. Informal conversation provides further insight into the candidate's interactions and interpersonal skills. Add tactics to stimulate informal conversation and increase such insights. Consider a tour of the facility, coffee in the cafeteria or pantry, an opportunity to meet members of the staff. No one says an interview is only across-the-desk-Q-&-A.
Reverse roles. Allow the candidate to interview herself. Invite her to share questions she would ask herself? You can make this specific and more challenging, if you wish: What would you ask yourself about your experience? What would you ask about your skills for this position?
The interview is to help you select the most ideal candidate from the available pool of applicants. The more a candidate engages in the interview, the more information you gather upon which to base that selection.
Tomorrow: 5 Tips to Engage Your Recruiting Team
You have two options: (1) leave interview engagement up to each candidate or (2) structure the interview to engage every candidate.
Option (2) insures a level playing field.
Here are 5 Tips to Engage Your Interviewees...
Update the candidate on the complete interview process. If your interview process involves a series of interviews, assessments, presentations, etc., inform the candidate of all that will be included. Detail the minimum the candidate can expect and and the max., if she progresses through the entire interview cycle. Having the "full journey" in mind increases her opportunities to engage freely in each step along the way.
Structure the interview for two-way Q&A. Most interviews involve one-way interaction: interviewer asks, candidate answers. Conduct the interview with opportunity (invitation, encouragement) for the candidate to ask questions. If you structure your interview around several sub-categories, you can give the candidate openings to ask questions (and receive answers) around each area.
Expose the interviewee to information. You want your interview to gather information about the candidate in relation to the position and the company. Enhance this by including information sources in the interview: annual reports, photos from the company's history, organizational charts (w/o names?), promotional materials. Inviting the candidate's responses to this type information may offer additional insights.
Include informal conversation. Informal conversation provides further insight into the candidate's interactions and interpersonal skills. Add tactics to stimulate informal conversation and increase such insights. Consider a tour of the facility, coffee in the cafeteria or pantry, an opportunity to meet members of the staff. No one says an interview is only across-the-desk-Q-&-A.
Reverse roles. Allow the candidate to interview herself. Invite her to share questions she would ask herself? You can make this specific and more challenging, if you wish: What would you ask yourself about your experience? What would you ask about your skills for this position?
The interview is to help you select the most ideal candidate from the available pool of applicants. The more a candidate engages in the interview, the more information you gather upon which to base that selection.
Tomorrow: 5 Tips to Engage Your Recruiting Team
Photo Source: http://flickr.com/photos/flyingdutchphotos/451915422/
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