Effective Interviewing Is NOT just:
1) Sourcing candidates with excellent tenure, education, & work history.
2) Checking a candidates availability to interview with my client.
3) Confirming a candidates shift preference.
4) Ensuring their comfortable with drug and background tests if needed.
5) Confirming their location.
6) Confirming whether or not they have reliable and necessary transportation, equipment, licensure, and/or certifications for work (as needed).
7) Confirming contact information, most up to date resume, etc.
Effecting Interviewing Is all the above AND:
8) Knowing a candidates motivation for a new opportunity.
9) Actively searching for red flags.
10) Company culture matching.
11) Situational based questions.
12) Behavioral based questions.
13) Unbiasedly listening to how all questions are answered. Keeping in mind this is how the candidate will present themselves to the client. & Finally answering the big question of “will this candidate cut it long-term for Company XYZ”.
Before the Interview:
** Know my clients company well enough to answer candidate questions. A sure-fire way of losing a great candidate is an interviewers inability to effectively sell the clients company.
After the Interview:
** Keeping the candidate engaged- Always providing clear next steps and reasonable follow-up throughout the interviewing process.
Email: Edylin@FigueroaEmployeeServices.com
Please note: some of the details listed above vary on a case by case basis. To protect the privacy of F.E.S. (Figueroa Employee Services) industry specific knowledge, not all F.E.S. specific interview steps are detailed and/or included in this post.
Figueroa Employee Services 