Do you remember your first job interview and how you felt?
I did. I was excited. I was prepared. I even bought myself a new outfit. And I was confident that I was just going to ace that interview.
However, things changed when the interviewer showed up …late, unprepared, rushed… and then grilled me question after question without creating any space for me to ask my questions. And then they cut the interview short because they had to run to their next meeting.
The irony is, I did get an offer from them after all, and turned them down, and instead accepted another position and ended up staying at that job for close to 10 years.
That first interview was 30 some years ago, and I still remember the feeling I walked away with. Unheard.
And perhaps that’s why I am here with you. A seed was planted that grew into a passion that both the candidate and the hiring company have a win-win relationship.
For the past few decades, my team and I have worked with hundreds of companies and business owners on their recruitment objectives and have gathered great insight into when interviewing and hiring go well, and when they don’t.
Whether you have an in-house HR and recruitment team, work with an outside recruitment agency, or you yourself are reviewing all those incoming resumes, there are several critical steps to implement throughout the hiring process to create success and become a skillful interviewer.
Usually, we expect the candidate to come prepared, be open, be engaged, have high energy, and be communicative. We want them to not only have researched the role, know about our company, and be enthusiastic, we want them to want the job!
Today, we are going to flip the script and focus on us as the business owner, hiring manager, or department head who maybe deciding when it is the time to hire, or greenlighting the budget and salary, or perhaps conducting the first or final interview.
This series is divided into the 3 phases of hiring to transform the hiring mindset and set the stage for a successful hiring practice that will set you apart from your competitors. The three phases are:
- The Preparation required before interviewing & hiring can begin
- The Process for set-up, and follow-up on applicants and interviewees
- The Presence of mind is needed during the interview and onboarding.
Together we will review the importance of establishing trust in your employer brand, writing impactful job descriptions, becoming a skillful interviewer, and creating follow-up procedures to transform your hiring practice.
So, let’s start at the beginning of the hiring journey before you decide to hire!
Enjoy the first of our 9-part series.
Katty Douraghy | President | Artisan Creative