Are You Doing Enough For Your Candidates?

As a recruiter, you share one vital if obvious characteristic with the candidate: you both really want them to get the job. Therefore, rather than just lining up the interview for a candidate and wishing them well, perhaps you need to spend some time properly prepping them for the interview so that both of you are assured of success.

This is particularly true for those candidates who you know are highly qualified, but don’t present terribly well in interviews due to nerves. Some might argue that it’s down to the candidate to prepare themselves properly and that those who fail at interviews due to stress aren’t right for the job, but there are two fairly powerful arguments to counter that:

1. Remember that a poor showing by a candidate in an interview reflects on you poorly as a recruiter, so it pays to take the time to help them- not only to secure the placement, but also to preserve your good reputation.

2. Consider this: Are someone’s nerves in an interview scenario a real indicator of their suitability for the role in question? In some high-stress jobs that may be the case, but for the most part, well-qualified candidates don’t deserve to get passed over just because they don’t present well in interviews.

Good preparation minimises these nerves and allows candidates the clarity of mind to properly explain their skills and past successes.

How you can do more for your candidates

a) Make sure your candidate understands how important preparation is. Some will think they can just breeze through, while others might not really want to think about it at all due to nerves. It’s your job to impress upon them that they need to invest this time in themselves. After all, they wouldn’t think twice about spending a few hours preparing for a business presentation, so why not spend a few hours preparing for an all-important job interview?

b) Find out as much as you can on their behalf about the interview process, including the type of interview it will be and the interviewer’s names. This knowledge will allow the candidate some really good preparation. Also tell them to check out the interviewers on LinkedIn or social networks to remove some of the mystery around them and put a face to a name.

c) Get your candidates to write down their strengths and weaknesses, and how the weaknesses can be re-cast as strengths.

d) Get them to answer some example questions- and tell them to aim for 2 minutes, focussing on examples of past achievements- this is what the interviewers are really looking for.

e) Find out the interview dress code and let the candidate know. A poorly-chosen outfit can de-rail an interview before the first word is spoken.

f) Finally, go through some all-important body language tips and test their handshake if meeting in person.

By assisting your candidates with what can be a nerve-wracking process, you allow yourself to stand out as an exceptional recruiter in a crowded field. You allow them to shine, and your reputation shines too. Which is a win–win, really.

Until next time

Cheryl