Introduction
As a manager, conducting various types of interviews is a constant challenge. You need to conduct interviews to hire internally, recruit clients, negotiate with suppliers, and even coexist harmoniously with different departments in your company. The list goes on. Only the best minds can handle this crucial aspect of their daily work.
1. Show interest in the person in front of you
If the candidate in the job interview is well prepared, they will have a good knowledge of the company’s history where they want to be hired. In return, the interviewer must also be well prepared. They will have read the CV and the history of the candidate or client. In short, they will have a good understanding of the file. Too many managers I meet “cut corners” to save time. This is not a solution for developing a lasting partnership. Knowing the candidate or client well allows you to ask more precise and relevant questions than your competitors. The candidate will feel more comfortable, and your chances of acquiring them will be greater.
2. Avoid the pedestal and have an impeccable attitude
While it is in the interviewer’s interest to present the most perfect attitude possible, they must remain humble and wear a welcoming smile so that the candidate relaxes, opens up, and reveals themselves. The more information you get about the candidate, the better informed you are. As a result, you have a better chance of making the right choice of candidates to fill the vacancies. In my career, I have seen interviewers try to “break” candidates to bring out their flaws with this strategy. You never get a real picture of the candidates because they close up.
3. Be transparent
The purpose of the previous point is to get the candidate to reveal themselves. This point concerns the interviewer, who must reveal themselves and not hide information about their company. You need to be transparent and knowledgeable to establish a healthy and lasting relationship. The goal of an interview is to determine who is the best person for the job. Therefore, it is crucial that the candidate understands the essence of the company’s culture. There is nothing more disappointing than hearing a new employee say after being hired: “I didn’t really expect this”. Even if you have done well, there remains a serious communication gap.
4. Have a realistic sales pitch
To attract the best candidates, competition between companies is fierce. The temptation to embellish the company’s financial situation and future prospects is great. Be on your guard when preaching to the choir! If a candidate comes to work for you and sees that everything you promised them is in vain, they will not stay long. The same applies to a client. Do not promise what you cannot deliver. The client will go elsewhere, and your credibility will be seriously damaged. The Montreal market is small!
5. Get your resumes and client leads
I often see interview leaders, especially beginners, accumulate a bank of candidates. This is a regular occurrence in employment agencies. In a corporate environment, the same approach becomes a huge waste of time. Your candidate bank should consist of the best individuals from high-quality pools. This is one way to reduce the number of unnecessary interviews. You should have an open mind about profiles with notable differences. However, respecting the basic criteria of a job description is elementary in the search for candidates. This principle is effective but too often neglected. Do not waste your time or others’.
6. Have someone for data entry
Having a secretary is a winning element! This is true for both companies and agencies, especially for highly technical positions. This allows the interviewer to keep a close eye on the candidate. Although two tasks can be performed simultaneously, “Two heads are better than one” is always preferable.
7. Have free rein to negotiate
If a company hires you as a manager, remind yourself that you have the skills. All companies provide you with a salary range to follow. In the interest of the company, you make decisions within the limits of this previously agreed salary scale. I therefore recommend establishing a clear and unambiguous margin of maneuver beforehand. Recruitment procedures that are too restrictive harm a company. Front-line managers are trapped in a straitjacket that limits the scope of their talents and their actualization. It is not about being fraudulent or challenging your superior; it is simply about agreeing on a mutual understanding that clearly defines your duties.
Conclusion
I hope these basic tips will help some of you increase your skills and expertise in your approach to candidate interviews and client discussions. Always remember that your goal is to successfully build a relationship into a happy partnership for all parties. Essentially, a sound and simple approach is what you should be looking for.