Leadership Training

Prior to an interview, the above average candidate will diligently prepare by researching as much as they can about the company he or she is interviewing with; by visiting the website, googling the name of the interviewer, writing up pointed questions to ask, etc.

The real question is - what is the interviewer doing to prepare for the candidate? Hopefully, just as much, if not more.

More than ever, today’s interview is a two way street. It’s just as much about whether or not the position and the company is the right fit for the interviewee, as it is vice versa. The candidate wants to make sure everything is a good fit: the career path offered, the office culture, salary and benefits. Most importantly, they want to make sure they get along with the person that will be their boss (which, more often than not, could be the person performing the interview).

Here then, is a list of points & guidelines for the interviewer to use in preparation for the interview. By no means is this a complete reference; it’s simply a guideline to use in addition to your company’s traditional checklist for interviews:

1) Be on time and enthusiastic. Do you currently let the applicant wait in the office lobby for 10-15 minutes just to let ‘em sweat? Time to stop. Unless you’re in the middle of an important meeting or call, the interview should begin on time. This is the very first impression you make to the candidate; if you’re late, that impression becomes, “I’m not very important to this company.”

When you meet the candidate, you should do so with a smile and a firm handshake. Immediately ask if there’s anything you can get them (coffee, water), and engage in some small talk; how was the commute? Have they been to the area before?

If you are at all uncomfortable with how to initially greet job applicants, find a sales rep at your company, and ask them what they do when they meet a prospective client for the first time. Because, like it or not, you are selling your company’s open position, and in this instance, you are the sales rep.

2) Let the candidate talk, and listen closely. Amazing as it may seem, some managers get so involved talking about the company and themselves, that they don’t listen nearly as well as they should to the job applicants. I believe the best interviews start with open-ended questions about them, such as:

- What was it about our company that interested you the most?
- What is the most important thing to you (salary, work environment, benefits, etc.) when it comes to your next job?
- Tell me what your greatest strength is, along with your greatest weakness.

You want to have them talking about themselves, their hopes for their new job, and what’s most important to them. That puts you on the right path to finding out whether or not they’re the right fit for your company.

3) When talking about your company and the job, be prepared and energetic. Again, think of this as your sales pitch. If you drone on about the company’s history for a half-hour like you’re reciting it for the 800th time, you’ll put the interviewee and yourself to sleep! Start off with something that catches their interest: “Let me tell you about a company that has tripled its revenue in less than a year, and will soon be a worldwide leader in our industry.”

You should have your summary about your company memorized and ready to recite to the applicant, much like an actor’s audition. It should be rehearsed, but still come out naturally. And be sure to have all the key information handy that the job seeker will want to know, such as company benefits, outings, vacation policy, 401k programs, etc. And make note of which benefits are more important to each applicant. Some may be more concerned about medical insurance, while others will be more focused on company stock options and bonuses.

4) Above all else, be honest. Many people can speak from personal experience that this is the most important aspect of the job interview. When I was just out of college, I interviewed for a telemarketing position, and the manager I interviewed with promised me that if I worked hard & made sales, I would easily make $60,000 to $70,000 per year. I took the job, and became the number one sales rep in the company within six months. Yet I was on pace to make under $30,000 for the year, even with commission. When I confronted the manager & asked him if I would get a raise, he responded with, “Let me think about it, and get back to you.” But he never did. Less than a month later, I quit the job.

Was it partially my fault that I was suckered in by a salesman in recruiter’s clothing? Absolutely. I was naive and took him for his word. But if someone brought his name & the name of his company up to me today, I would strongly recommend that person to steer clear. Your word is your bond, and a measure of both your own worth and that of your company’s. If you are not upfront with candidates, it will come back to haunt you.

I hope you found these tips useful. Of course, if you’d like to try something completely different, perhaps the approach used in this four-minute video will work better for you. Enjoy!

interview, interviewing, interviewer, interviewee