Candidate Assessment: How Candidates and Interviewers Can Get the Most Out of an Interview

Candidate Assessment: How Candidates and Interviewers Can Get the Most Out of an Interview
From Recruiter - January 6, 2017

The interview stage of the hiring processcan be stressful for both the interviewee and the interviewer. For human resources professionals,the pressure to ask the right questions to help inform a potential job offer can be overwhelming.

Here,Alexander Mann Solutions Fiona Adams, head of internal talent acquisition for North America, offers insights into the best practices for HR pros, recruiters, and job seekers when it comes to succeeding during theinterview: What are some helpful strategies in preparing for an interview, both for the interviewee and the interviewer?

Fiona Adams:Researchdue diligence is a must on both sides. For the candidate, this means looking at a companys website and scrolling through its LinkedIn pageincluding looking up the interviewers profile. After all, candidates should come prepared with questions to ask that show their understanding of the company beyond items that they couldve found in a simple Google search.

While its critical that job candidates do their research ahead of an interview, the interviewer should also be doing their homework. Company representatives who are conducting interviews should look into a candidates resume and note areas where they can probe deeper or get clarification during the first meeting. Reviewing the candidates social media presence as well can be an opportunity to supplement questions not found when reviewing the resume. In taking these steps, the interviewer can ensure they are prepared to conduct a thorough interview where they get the most out of it.

RC: How can interviewers help potential employees manage stress during the interview process?

FA:In terms of managing stress,if it is a telephone interview, an interviewer should take the time to ensure the interviewee can focus clearly with no distractions. It can also help candidates to set their minds at ease by setting expectations at the start of the call for how formal the interview will be, how long it should last, and so on. For example, if you tell them the interview will last 15 minutes, and then it does, they wont be stressed that the interview may have gone too short.

RC: What are some of the qualities interviewers look for in a candidate when thinking about their companys culture?

FA: The manner in which interviewees come across when articulating themselves is the biggest cultural consideration. Interviewers should pay close attention to what the candidate is passionate about and what anecdotes around their experience directly correlate to the organizations culture. This can help to determine if an interviewee would be a cultural fit. Additionally, a candidates aspirations and goals should align with the companys career path.

RC: How can a candidate learn about the companys culture and position themselves as a benefit to that culture?

FA:The best way to learn about a company culture is to talk to and learn from those who work for the organization. Candidates should consider visiting an organizations office for a tour, spending time on the companys website, researching social media channels, and watching company videos.

Furthermore, to better understand the company and its culture, networking and reading company reviews on sites such as Glassdoor and LinkedIn can help form a better picture of an organization. Also, the interview can serve as an important touch point for the candidate in this regard, using the appropriate time during the interview to ask questions about the companys culture.

RC: What practices should both candidates and interviewers avoid during the interview process?


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