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At the moment , potential employees can ’ t come to your offices , so maybe you could enable them to have a look around by creating a short video tour . It doesn ’ t have to be polished ; a simple mobile video will work well . Inject your personality and make it fun by showing off the break room , the water cooler and all the other important office details . Interview recent hires and also people who have been with you a long time and share this on your careers page , or in an email to applicants . Ask them why did they join , and more importantly , why did they stay ? What would they say to others about what it ’ s like to work at your company ?
The little things like this are important and matter hugely to a potential employee and it enables them to better prepare for the interview .
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The interview process The first ‘ interview ’ is actually the orientation call : the call you make to speak to the applicant and to book in an interview with them . In the call , help them to prepare by being clear about what you expect to happen at the face-to-face interview . This call is for both of you to work out if they ’ re a candidate or not against your set needs and expectations , and whether their career and personal aspirations are a match to where the business is going .
The next step will be the informal interview which is currently via video . Always have a minimum of two people in attendance , one to talk while the other one listens and takes notes – and vice versa . Book the
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Left : Robert Kenward , Fitability ® recruiter at YOU Search and Select , and chief cheerleader of The Hub |
applicant in for an hour and spend the first 15 minutes explaining what you are looking for , tell them why they made it to this stage and also outline any concerns you may have about their experience and / or qualifications .
Be very clear about what you are looking for and ask exploratory open questions . Interviewers often ask vague questions looking for specific answers and yet expect the applicants to be able to decipher what they really want to hear . Being clear about what you are looking for , and if after 10-15 minutes you feel that it ’ s not right , don ’ t be afraid to halt the interview and explain why it ’ s not going as expected . Be truthful and don ’ t waste anybody ’ s time . Be prepared to answer questions too , even if they ’ re ones you don ’ t want to as the candidate should be interviewing you and the business just us much as you them .
This is called two-way interviewing and it ’ s vital for retention . The final interview may be a presentation or another more formal and detailed chat or to look at specific areas you need reassurance with .
Mental health A job interview is a gruelling experience , and your applicant will have prepared and invested professionally , emotionally and mentally in the process . A bad
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interview can Recruitment have a serious impact on the mental wellbeing of the applicant and so you should take some responsibility and give them a chance to be prepared . Send over some interview briefing notes in advance , tell them who will be interviewing them , or even pre-warn them about the two or three things about them that you aren ’ t sure about . Don ’ t miss out on quality hires because you don ’ t know how to interview . No one is a professional interviewer or interviewee , and it ’ s not their fault if you didn ’ t help them to prepare .
Video interviewing is tough . It is very different to doing it in-person because it tends to be shorter and less relationship driven ; it ’ s hard to build a rapport and spot nuances over Zoom .
To conclude : It is widely accepted that the cost of a bad hire is around 30 % of a person ’ s salary , plus the added cost of the people needed to sort the fall out , the damage to client relationships and continuity , and ultimately the damage to your brand .
In 2021 , recruiting will be easy , but retaining will be hard . If you follow these steps you can help yourselves to recruit and retain the right people for your business .
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