How to Conduct a Job Interview

7 Easy Steps to Creating a Positive First Impression

In a previous article, we discussed several reasons how the interview process can create a negative impact on your employee brand. In this article we will outline seven easy steps an employer must do to create a positive first impression.

1. Treat every candidate with dignity and respect. You eventually need to offer one of them a job, so why burn bridges by being rude or inconsiderate? If they are visiting from out of town, treat them as you would a customer.
2. Help candidates feel relaxed. Even if part of a day visit includes a stress interview or role-play situation, you ultimately want to get to know the “real” John or Mary Doe. Avoid making them feel perpetually on guard.
3. Have an interviewing schedule and stick to it. Companies have learned they can start meetings on time, so why not interviews?
4. Don’t interview prematurely. If the position description, title and compensation plan have yet to be ironed out, it’s senseless to waste the time of candidates, search consultants, your associates and (of course) yourself. Make sure yout team in aligned in the responsibilities of the role, the title and compensation structure.
5. Make sure every person in the interviewing process has a role to play. There’s no need to have ten people recite the same litany of questions – or, worse yet, not have any to ask. Make sure each interviewee has a set of questions to focus on during the interview.
6. Don’t neglect to sell the organization, the position and the person to whom it reports. Well-prepared candidates will have accumulated lots of information about your company, not necessarily all positive. Show why your organization should be the next (and maybe final) destination in that individual’s career.
7. Send positive signals to the chosen few. Even though you are looking for positive buying signs from interested candidates, it’s some-times easy to forget that they are looking for the same from you. Successful hiring is like a love affair, not a poker game. Make sure you let the candidates know that you could see them as an employee at your organization. Don't let them walk out the door without telling them you are interested!