Mastering the Interview Process for Successful Candidate Placement
Enhance your interview process to influence both candidates and clients effectively. Learn how to establish candidate needs, secure offers or second interviews, and gain valuable insights for future placements. Pre-interview strategies, communication tips, and proactive client engagement can significantly improve your success rate in candidate placements.
- Interview techniques
- Candidate placement
- Client engagement
- Pre-interview strategies
- Professional development
Uploaded on Nov 28, 2024 | 0 Views
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Presentation Transcript
Module 18 Interview process. You have worked hard to find a customer with a vacancy. You must be doing something correct because the company now want to see your candidate; don t waste this opportunity to get a sale. You need to do 3 things: Influence the process Influence and establish the NEEDS of your candidate. Influence your customer to get an offer/ 2ndinterview.
The Objectives of an interview. Important; you can t assume because all the ducks are in a row with the candidate and the company that you are going to make a sale. At interview they may not LIKE each other and therefore everything else is irrelevant. Think of all the positives that might happen: Could get a 2ndinterview / offer.
Objectives continued. Get more information on the company, their interview process, the company interviewee and the job, for you to build on. Understand your candidate which, may lead to you forwarding them to other companies in your niche sector. The opportunity to demonstrate to your client how professional you are and even if you don t fill the role, you will get future work.
Pre-Interview process Run the interview actions in the ADAPT job, CV sent section. Two emails will be produced, one for the client and one for the candidate; amend the template accordingly. Important, this is part of your legal contract with your client so we need to have proof, on ADAPT, that AES has confirmed this interview with the Client and we have the actual email sent.
Pre-Interview process Continued. Two days before the interview, speak to your client and remind them of their NEEDS and the agreed brief. Tell them your candidate is coming for the job and could well accept the role, if offered. YOU ARE TRYING TO ENSURE YOU INFLUENCE THEIR THINKING BEFORE THE MEETING.
Pre-Interview process continued. Ensure the candidate calls you the day before the interview. This request is actually in the interview letter run from ADAPT. This establishes that the candidate is motivated for the role and that they are actually going. This could be the first time you have spoken to the candidate so why not ZOOM with them. Have a chat, build repor and try to establish their real reasons for applying for the role (their NEEDS).
Pre-Interview process continued. During this call tell your candidate what you have gleaned from your client s call (the day before) and remind them of WHY they have applied for the role. You are now trying to form a bond with the candidate so that they will perform well for you at interview and more importantly they will give you honest and unguarded feedback after the interview. Insist they call you straight after the interview.
What happens at the interview At the interview the company will select the person that they LIKE and this will rarely have anything to do with the CV or the job description. It is important therefore, that the AES candidate knows that human nature dictates, that the company is more likely to LIKE a positive, proactive and enthusiastic candidate who is polite.
What happens at the interview continued. Make certain that the candidate is aware at the interview that if they like the role they should tell the person and thank them for the opportunity. You can t do the interview for the candidate but you can certainly influence how the candidate and the customer will react to each other if you handle this process well.
Post - interview process. Speak to the candidate first and establish: Is there any reason why you could not accept this role? How quickly could you start? Do you have anything else going on and how does one rank against the other? Does it meet your aspirations as you explained to me previously?
Post - interview process candidate, continued. What salary level would you accept? Would you like me to see if they will make you an offer? How will your company react when you hand in your notice? Important: the candidate s company may make a counter offer typically more money, more training or a promotion when they declare they have a job offer. You need to deal with this issue NOW not when the offer goes out since it is too late then.
Post - interview process company. You now have to deliver the information to your Client and influence them. Generate an email from the job on ADAPT using the Email Icon at the top of your job. In the email; Put in your agreed client brief. Remind them of their NEEDS i.e. why they want to fill this role.
Post - interview process company, continued. Sell the benefits of your candidate and tell them they will accept if offered (if that is the case). Important, don t send at this point. Call your client and read out your interview feedback to the recruiting manager at the same time send your email. This means they can pass on the feedback if there are others involved.
Post - interview process company, continued. Overcome any objections they raise, (and there will be some) and remind them of their NEEDS. Close your client asking for the next stage. If the response is negative evaluate, record onto ADAPT (you may have to change your brief, your advert and your CV search) and tell the Client you will be back to them in two days keep talking to them and keep them HOT!
