We often tend to believe that the recruitment interview is a formality for the employer and that only the candidate must prove themselves. While this could have been true 10 years ago, the current economic situation tends to prove the contrary. Today, the company must also show itself in its best light.
When candidates say NO. More difficult to convince, more demanding too, the new generation candidate gives themselves the luxury of being more demanding. The recruitment interview no longer serves only to evaluate the rate of compatibility between a person and a position. It also becomes for the employer the occasion to assert their assets to win the favors of the best profiles.
Preparation: one of the essential pillars. What skills do I really need today? What are the company’s medium-term objectives? These questions, the employer must ask themselves.
Appearance, this image that can sometimes be misleading. Did Mark Zuckerberg and Steve Jobs not prove that relaxed style and great achievements are not irreconcilable? It is essential to go beyond appearances and focus on the analysis of skills.
Say nothing: the best way to make people speak. The Pareto principle: 80% of effects are the product of 20% of a cause. The interviewer should be the cause that will lead the candidate to open up. A question, a follow-up, an appreciation are enough to lead an interview. And above all, avoid sensitive topics! Politics and religion have no place during an interview.
Find the perfect match! Technically, they are perfect, but will you be compatible? Let the candidate introduce themselves and lead them to give concrete examples of their achievements. Involve the operational manager who can deepen all the technical aspects of the function.
Employers, smile, you are being evaluated. The employer must always keep in mind that an interview is not a one-way process. Today, 95% of people ready to change jobs inquire about the corporate culture before going for an interview, and for 87% of them, it is decisive in their choice.
