Are You Ready For Your Interviewees?
Every job seeker knows that itâ€™s a good idea to be at their best every time they go in for an interview. What HR professionals may not know, however, is that candidates are probably evaluating the person who is conducting the interview and the company that they work for as well.
In an article which appeared on the Human Resources Online website, columnist Anthony Wong suggests that candidates being interviewed are also making an assessment as to whether or not a company is really where they want to spend 40 hours or more every work week. When looking for that perfect candidate to fill an opening, companies and HR professionals need to critically assess whether or not they are putting their best foot forward during the interview process.
Below are some things organizations should keep in mind in order to avoid giving candidates the wrong impression.
- First Impressions â€“ As HR professionals, we should never underestimate the importance of how a candidate is greeted, treated even before they walk into the reception area. The first impression a job candidate will gain of a company and its culture is conveyed through the little details. Wong suggests that in order to make the interview process easier for the manager and the candidate, HR professionals should greet and introduce themselves to the candidate in a casual manner.
- Body Language â€“ One of the best things an interviewer can wear while interviewing a job candidate is a smile. It doesnâ€™t matter how bad the day has been, or that an interview is scheduled late in the day, a smile can set the tone. Frowning, fidgeting or excessive gestures can be off-putting for candidates.
- Be Prepared â€“ Itâ€™s a sure bet that the best candidates that you interview have likely prepared for an interview ahead of time. HR professionals should be just as prepared for the interview. It is a good idea to take a look at a candidateâ€™s application, resume and cover letter before the interview takes place. This can better prepare the formulation of interview questions specific to the candidate. It also gives the overall impression that the people that work for the organization matter.