Getting applicants to apply for jobs in one thing. Doing them justice with the interview is a whole different battlefield.
Garden Centre Retail has been looking into the recruitment market in garden retail. By getting your interview structure correct, you can rest assured your recruitment policy will help you succeed.
Introductions
Start the interview by introducing yourself. Tell them your name and involvement in the hiring process.
Also, have the client give their name, title, and a brief introduction.
Then prepare the candidate for the meeting. Give a short explanation of how the process will go and how long it should take.
You should start to pick up signals at this stage. Is the candidate confident? Would they fit in with your team?
Profile
Lead the conversation by learning more about the candidate. Make sure you have the candidate?s CV in front of you.
Let the candidate talk about their experiences.
During the conversation, ask questions related to the resume to fill in the gaps. For example, you might ask for specific dates or what kind of company they worked for.
Motivations
After you learn more about them, you should find out the candidate?s values and interest level.
This part of the interview helps you find out why they applied for the job and why they want to work for you.
Have them list the tasks they like/dislike at their current position.
Ask them to describe why they are a good fit for the job.
Pay attention to the candidate?s motives behind why they want the job at this stage.
See how well they prepared for this question and if they express enthusiasm. The more motivated the candidate, the less likely they are to quit soon after accepting a job.
Skills
You need to be sure the candidate can succeed at your company. Have the candidate describe how their expertise matches the job requirements.
Ask questions about the candidate?s current and past jobs. You might ask, ?Tell me about a time you had to solve a problem at work.? Listen to how the candidate handled these challenges.
If you?re hiring a buyer that will work with others, find out if the candidate copes in a team situation.
Job description
The candidate is not the only person in the room trying to impress. You need to make the position look enticing for an applicant to accept an offer.
Give details about the client?s company. Talk about the work environment. Describe the tasks involved in the position, common challenges, training, and advancement opportunities.
Salary
If the candidate?s salary expectations don?t match what you are willing to offer, there won?t be a placement. In fact, recent trends show one of the top three reasons for a candidate turning down a job offer is a low salary.
Save the end of the interview to talk about this.
Research average salaries and how experience affects salary. Make sure you know what you’re willing to pay.
During the meeting, ask the candidate their expected salary range. Tell them the salary range as well as any benefits or perks.
Questions
Open the conversation up to questions. Let the candidate ask questions and clarify issues that might have come up. Make sure you have all the information you need to move on in the hiring process.
Give the candidate your contact information. Let them know they can contact you with questions.
Conclusion
Let the candidate know when you will contact them, what happens next, and if you need more resources. Make sure all parties exchange the correct contact information.
Finally, thank the candidate for meeting with you.
