90% of hires are based solely upon the interview according to a Harvard Business Review study. In fact, 63% of hiring decisions are made within the first 4.3 minutes of an interview (courtesy SHRM). So, the interview is probably the most important part of the hiring process. And that’s why you need to spend time with your personal recruiter to better understand whom you are interviewing with and the issues that you will be talking about during the interview.

You always need to “take temperatures” because people have minds and they’re changing them constantly. You need to listen to what they don’t say. Being prepared for an interview is vital. The following preparation is very unique and effective in conducting a positive interview.

Things To Remember:

  • People have to buy you before they buy from you.
  • People hire and accept emotionally first and justify logically later.
  • People are most sold by your conviction rather than by your persuasion.
  • Know your technology, but think PEOPLE.
  • The decision to hire is made in the first 5 to 10 minutes of the interview, with the remaining time spent justifying that decision.

Hiring Manager Preparation

  • Uncover the real reason the candidate is making a career change. Explain to the candidate how you can solve that exact issue.
  • Explain to the candidate the benefits of working for your company.
  • Explain the duties and responsibilities of the position, with an emphasis on the 2-3 goals that need to be accomplished for a successful outcome.
  • Let the candidate know what the hiring process is. If it is a face to face interview, let the candidate know the schedule of events for the day. Include a tour.
  • Regarding salary, it is ok to ask a candidate what they currently make, or have made in recent positions. However, stay away from money talk until the offer is ready. Candidates will frequently want an offer, and then “think about it”, which is a stall tactic for a counter offer. Work with your trained recruiter to avoid this.
  • “A” candidates have a very short shelf life (see graph below for an average candidate). The candidate is judging you by your ability to make a timely decision. Any good candidate with have multiple opportunities. If this is someone you want to move forward with, act quickly. The candidate deserves a yes or no, not a maybe after the interview. Clear with good and direct questions, to confirm or deny all concerns you have.
  • Be ready for common questions the candidate may have:
    • Why is this position open?
    • What is the career path?
    • Obvious issues or negative rumors about your company (high turnover, pay, company size, financial situation, sales, quality, location)?
    • What are the goals for the position, both short and long term?
    • What kind of management style can they expect?
    • What are the most important duties and responsibilities of the position?
    • Why you joined the company, and why you are there now?
  • Encourage the candidate if they have any questions
  • Identify issues and concerns, communicate those to your recruiter after the interview. Request reference checks on your concerns.
  • Call us for a good list of questions. We have both behavioral based and typical questions. Ask questions related to the level of your expectations (executive, managerial, individual contributor).
  • If there are travel expenses to be paid to the candidate, explain the process for reimbursement.

After the interview is completed. We will immediately talk with the candidate to get their impressions. Expect a call from us, or call us, about 1 hour after the interview.

From the first moment a candidate thinks about a career change, how long will your candidate be available?

Candidate Availability