Interview: how to behave with a candidate so that he becomes an employee?Daniel - February 5, 2021
Before the interviewer comes, explain to the candidate who will talk to him, give brief information about the colleague, so that the candidate feels on an equal footing, and not as in front of an unknown celestial.
If you know that a colleague in circulation is cool or likes to seem so, it is better to warn about this feature too. The interviewer will assess the candidate’s professional skills, and you will relieve stress and help the parties understand each other. It often happens that the interviewer behaves differently in interviews and at work, and the recruiter has to take this into account and moderate what is happening.
Name is important
Situations are not uncommon when a recruiter has to smooth out the roughness of communication and “translate” what was said into understandable and polite language, and do it as if by accident, so as not to offend the participants in the discussion. For example, take on the role of a “naive non-understanding” if the question is formulated vaguely or incorrectly, clarifying with the interviewer: “And you, Vasil Vasilich, do you mean this, right?”
And of course, it is important throughout the interview to continue to be very attentive to the candidate’s condition, unobtrusively but very natural to remind of the possibilities and offer either more water, then a break, then air conditioning, or even coffee with sandwiches, if the meeting is too long.
At the end of the interview, when it’s time for the candidate to ask questions, people often get lost and don’t ask about the important but “uncomfortable”: dress code? vacation? with whom and where will I sit? payment procedure? schedule? if you need to leave early, do you need to take time off? These things excite anyone, but it’s embarrassing to ask about them. Here the recruiter needs not only to answer but first to voice all the “inconvenient” questions for the candidate. To do this, keep a fresh look at your place of work and do not forget about the little things that are familiar to you that are not obvious to an outsider.
Make them feel comfortable
It is good practice to finally arrange a tour of the office, to show the person what will make up his everyday life in your company, if everything goes well. A workplace, a dining room, a place to relax (and be sure to mention that no one looks askance if you really lie down in this hammock and get free juice). This is the time for emotional hooks – and if you have something to show and tell in your office, do it. Stories are also pertinent: after the colorful story “where is the burned spot on the floor in the meeting room from?” A person already feels a little of his own, and your office is a little appropriated too. And it relaxes him, disposes him to you – and the company.
Before leaving, it is very important to agree on what will happen next. Yes, you still do not know whether a person will be hired, but you definitely guarantee that six days will pass, and you will write to him about the decision, and if after six days a letter from you does not appear in his mail, he has every right write or call you myself and it will be fine.
It is best to make an offer both by letter and by phone. The call is assigned the function of emotional contact (and this is important – the sharing of joy), but all the technical details (trial period, exact amount, benefits) are better presented in writing, so they are easier to perceive and learn.
Even if your offer is obviously very generous and you know the person is likely to agree, you should definitely ask how long it takes them to make a decision. This is also a matter of comfort – the candidate feels that he is in control of the situation.
And, of course, if you refuse, you shouldn’t burn the bridges. Express regret, argue with truthful, but correctly formulated reasons, show hope that you will still work together – for example, when the candidate receives additional experience. Of course, this is only appropriate if you really think so, but keep in mind that in a year this candidate can improve his skills very much, and you will indeed meet in the same market. Make sure that he keeps good memories of you, and then a new meeting will delight both of you!