The Interviewing for Talent Model

Yes, there is an art to the interviewing process. You can become just as nervous as the candidate in the time leading up to that initial important meeting. Put your candidate at ease by making yourself familiar with the process. Learn the steps of the model.

That Didn’t Go Well

We’ve all been on an interview that we didn’t think went well. Either we were too nervous to answer the questions well or we felt the interviewer wasn’t pleased. In any case, we weren’t comfortable about the process. As an interviewer, it is your job not only to find new talent for your company but also to give the impression that you are pleased that someone has applied. A person is more likely to open up to you when they are made to feel welcome in the surroundings.

The 5-Step Model for finding Talent

There are five steps designed to assist with putting the company’s best foot forward when courting potential new talent. You are wooing them in a way – to see if they are compatible with your team.

  1. Establish rapport – If you aren’t one for small talk, practice. The interview begins once you lay eyes on that candidate. For starters, shake their hand. A firm handshake is a sign of confidence. Let them know who you are by introducing yourself. Use their name throughout the interview. Addressing someone by name indicates that they are important to you. Inform them of what will happen throughout the interview process that day.
  2. Ask open-ended questions – Yes and no type questions don’t reveal pertinent information. Choose questions that will provide insight and then wait as your interviewee answers.
  3. Listen for what you need – Remember those qualities of top performers? How about responses that top performers give to your interview questions? These are a couple of the things you will be listening for in the responses of your candidates. Hone in on specific examples of their skills and talents when offered. Give them points for coming up with great answers to your scenario examples.
  4. Explain the job description – Most companies offer general information about a job on their website for purposes of applications. Here, provide the main requirements of the position for every interviewee. Wait until they have answered all your questions so that you avoid “leading” them into giving you the answers you want not the ones that are closest to the truth. Those may be one in the same but you won’t recognize that if you give them the answers in the beginning.
  5. End the interview on a positive note – Make your candidate glad that they came in to speak with you. Let them know you value their time and information. Don’t forget to let them know what is next in the process for them.

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Deanna Maio December 10, 2017 Uncategorized