Interviewing – the other side of the

Nowadays there are plenty of tips and articles offering some very useful guidelines to conducting the best interview. Usually these well worn titbits are extremely handy particularly for those who have not been on interview for some time; have been on a number of interviews with no success; or simply are new to the process and want to do their best. From the candidate perspective this is all good. And what about the client? Of course he/she will be delighted that the candidate is so well prepared as there is nothing as time wasting when a candidate cannot even describe his/her own current job, let alone know what he/she is actually being interviewed for (yes I know the agency can be blamed here but lets remember who is sitting in the room and looking for a job).

Now let us consider how the candidate might feel if he/she finds himself stuck in an interview and the client is not prepared. Well there’s a thought! It’s not something you would expect, would you? But it happens. What most people seem to forget is that interviewing is a two way process. Each person puts in 100%. A 100% focus on both sides will make for a good decision. Taking on new staff as you may already be aware is a big investment cost for every company. It is often commented that hiring is harder and more costly than firing. The in depth interviews, the testing and referencing doesn’t always make for the best hire. Some companies, like Google for example are well known for the high number of interviews – anything up to 8 interviews before they offer the position. Other companies find it best to test the ability of the candidate by providing 2 hour long psychometric testing. Each method can work well for differing companies and environments. The key is to find a method and make it work to the advantage of both parties.

From the client company perspective they need to make clear their interview process in advance. The interviewing Manager should be experienced (or know how to structure and control the interview); - they should be able to promote their organisation in the best possible light as there is a lot of competition for skilled candidates, regardless how well known the company is; - be able to explain the job and what is required; - be on time for the interview - their questioning of the candidate should be considered, relevant and planned in advance. Questions like “tell me about yourself” and “what are your weaknesses” don’t necessarily get the best out of the candidates;- The Manager should make notes during and after the interview and be in a position to provide feedback to the candidate; - And finally, the client company should come back to the candidate or the agency within an agreed timeframe.

People are our best assets (future employee, potential supplier, or customer) and from the moment they step in to our company they should be treated with respect regardless of whether they will be offered the opportunity to work there or not. This of course works both ways.