Talent Talk: Who’s Interviewing Whom?

In our previous Talent Talk, we explained that the interview process is the number-one factor — besides money — that influences a candidate’s decision to join your company. That is because company culture is becoming increasingly important to much of the workforce, and the interview process is a candidate’s first opportunity to observe that firsthand.

Candidates know that they need to make a good first impression, but you also must make a good first impression as a company that good candidates will want to join.

First impressions work both ways

First impressions, and why they are so important to humans, have inspired many studies and books, yet its importance in hiring is often overlooked. In this market, candidates are interviewing you and your company as much if not more than you are interviewing them. You may not like that, but you must accept it if you want to attract the best talent.

If you are the hiring or HR manager, prepare for the first interview. Study the candidate’s resume and note some highlights. These could be where they went to school, their accomplishments, interesting experiences, skillsets, and so on. You may be able to find additional information on LinkedIn regarding their interests, endorsements, and so forth.

Easy does it

Related:Talent Talk: The Labor Shortage Is About to Get a Whole Lot Worse

Make the candidate feel at ease. Ask good questions. The days of crossing your arms and saying, “So, tell me why we should hire you?” went out with the leisure suit. Your single most important goal as an interviewer is to discover the candidate’s main motivating factors for their next career move (other than money). 

It is perfectly acceptable to have a presentation on the great things about your company early in the interview. If you can defer that until after you understand the candidate's motivations, however, you can increase the effectiveness of that presentation by an order of magnitude.

Food for thought

If someone asks you to recommend a great restaurant for a special occasion, would you immediately tell them about your favorite restaurant or ask them what kinds of food they like? The latter option, of course, is much better. Sell your job opportunities and your company based on the candidate's goals, and you will immediately leapfrog most of your competition.