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How to ensure the candidate you want takes your job.

13 Nov 2014 by Sarah Leembruggen.
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Why does it happen? You think you’ve met the right person for the job, they stand out from the crowd; tick all the boxes; click with the team; everything feels right, then...POW! They turn down the job!  Sloppy preparation could mean losing the candidate you want. In a market where talent is difficult to come by, a professional approach and a good team performance is not just required by the candidate.  

Here are some things to think about:

1. Be clear and objective about what you want and make your expectations clear to prospective candidates from the outset. Do this by creating a detailed job description and a personal specification.  Tip: Write it in a style that reflects your company. This will appeal to like-minded candidates.

2. What makes a great candidate for your role? Look at skills, experience, values and attitudes. Tip: Think about high performers and low performers in your company. What sets them apart? Focus on the behaviours and the attitudes displayed by high performers that lead them to succeed in the company.

3. Have set questions to ask all the candidates you meet. That way, you can make a fair comparison at each stage of the process, particularly if more than one person is interviewing.  

4. Ask questions that focus on attitude and the candidate’s mindset. You can train skills and but it’s difficult to change values and motivations. For example : ‘Tell me about a situation that has challenged you. What did you do?’ or ‘What is the most difficult decision you have had to make? What did you learn from the process?’ Tip: Watch out for non-verbal communication, while the candidate is answering questions like these.

5. Never assume anything. A great education and a CV packed with high profile companies, doesn’t make that person right for your role.  Leave the interview feeling clear about specific reasons for gaps in CVs and moves from one job to another.

6. Make your own impact. Deliver a 10 minute presentation that sells your company and its benefits. Think about it from an employee’s perspective and be sure it’s about what really separates your company from your competitors.

7. Keep the process tight. Don’t drag things out unnecessarily and where delays between stages do occur, ensure the candidates are communicated with and given a reviewed time scale. 

Sometimes things don’t work out for reasons that are beyond your control. In which case, repeat steps 1 – 7 and better luck next time.

Do you always get who you want for your jobs? Tell us how @theworksrecruit

If you feel you or your team would benefit from more training on how to carry out effective interviews, then The Works can help. Contact me for more information on  020 7559 6597.

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