This experience is a commonly made mistake amongst hiring managers who typically regard the interview process as their opportunity to select from among several candidates, forgetting that the best candidates are also selecting from among several options. High-demand candidates are approached regularly, and so are comparing several opportunities to yours; including offers, they have already declined. Even in transition between jobs, candidates have the option to keep looking for alternate or better opportunities.

The on boarding process of a new employee begins long before they actually join the organisation. Job interviews are a time to set expectations, inform a candidate of resources, and plan early days of the job. This transparency and information can make the difference between your offer and your competitor’s.

Furthermore, you are marketing your organisation at all times, this includes every job interview. The greatest organisations out there treat everyone they interview with respect because that projects the employer brand and creates advocates among candidates and, not incidentally, promotes a brand among customers who buy its products/service.

As a candidate, think back to a time when you interviewed with someone you did not get along with or for an organisation not aligned with your values or goals. What was that like? 

According to Gallup CEO Jim Clifton who has conducted multiple employee engagement studies, he found that the single biggest decision a candidate makes in choosing the right job, is whom they choose as their manager. Around 50% of employees join or leave a company because of their manager.

Just as the client is interviewing you to see if you are a good fit for the company, so you must also interview the hiring manager to make sure the position, the company and your potential co-workers are a good fit for you. Take your focus off from finding any job and put it on finding the right job, one in which you can thrive because it is aligned with your passion, cultural fit and long-term goals.

Good interviewing practise is about setting a professional yet comfortable environment where a candidate’s performance is optimal. Engagement, trust and experience of the potential employee determine the ability to attract the talent required in a highly competitive market place.

As a hiring manager, some of the critical thoughts that you may like to consider when attracting talent include:

• Why would candidates apply to our organisation?
• Are the correct attraction channels being utilised?
• Has the organisation advertised all aspects of the role including benefits and professional development?
• If you are working with a recruiter, are they embedded into the organisation as a true business partner and understand the job requirements, culture and long term objectives?
• Is there a positive interview process?
• Do you provide constructive interview feedback?
• Whether the candidate is successful or not, are they positively engaged by your organisation?

As a candidate and potential employee, some of the critical thoughts to consider when interviewing with an organisation include:

• What is the organisation’s strategic road map for the next 12-24 months?
• What challenges is the business/team facing?
• How would you describe the culture within the organisation?
• How do you help people be at their best? What are the career opportunities within the organisation?
• How would you describe the hiring manager’s successful management style?
• What excites you about this organisation?
• What are the challenges within the particular role?
• What is the structure of the team and the larger organisation?
• How would you describe the current team and what are they like to work with on a day-to-day basis?

Helping organisations attract and successfully recruit the right people has never been more vital. Working with the Accounting and Finance vertical, there is clearly an immediate recruitment issue for most organisations that rely on a skilled workforce. Regardless of an organisation’s size, industry or type of vacancy, we are all in a period of uncertainty and potential skill shortages. Organisations need to prepare accordingly through their workforce, talent and recruitment planning.

Perhaps it is time to include the candidate interview experience in the planning to become an employer of choice, and stay ahead of the competition. Put yourself in the other person’s perspective. How would you assess your approach to the recruitment process?

For further information about this article, to discuss how I can support your recruitment strategy, or for any career assistance, please feel free to contact Richard Skaf on 0422 855 868 or email richard.skaf@recodegroup.com.au

Richard’s ultimate passion lies within people through the power of connection. What you hire in Richard is a burning desire to inspire greatness in the world. Richard wakes up every day living and breathing his purpose in life, to leave a legacy and make a profound positive change in people. This forms the driving force behind his passion, values and the work he does. Richard loves being able to practice wisdom to nurture, guide and coach people to be the best they can be. This deep purpose has allowed Richard to build entire finance functions and high performing teams by creating an extensive network and everlasting relationships.