We can create a recruitment pack that you can send to those coming for an interview. They look professional, answer many questions that the candidate may have in advance, and create a sense of enthusiasm for the forthcoming interview. Candidates are more likely to attend, whilst those for whom the role was never right, withdraw from the process early.
Do you conduct competency based interviews? For those clients interested, we are able to provide, free of charge, a toolkit that will help you identify key competencies, linked to a range of interview questions.
Interviewing people takes time and skill. Generating the enthusiasm required for the fourth interview in succession when the person sitting in front of you is less than inspiring can be hard work, let alone time consuming.
Many of our clients prefer us to either carry out first interviews on their behalf, or run joint interviews with them, thereby allowing the line manager to sit back and assess the candidate more objectively. This is particularly useful if existing employees are being considered, as our involvement removes any accusations of bias.
Properly structured interviewing achieves many results:
- You are more likely to identify the most suitable candidate
- Comprehensive note taking helps reduce claims of discrimination
- You'll have more time to sell your vacancy and organisation to the candidate; would meeting other staff on a tour of the working environment be worthwhile?
- A professional recruitment process impresses candidates; offers made are more likely to be accepted
- Your brand as a business and an employer will be enhanced; unsuccessful candidates may still be suitable at a different time, or for another position
