Preparing Candidates for Interviews
Preparation
is not a science, but an art. True artists don’t paint
by numbers. They use the tools of their trade effectively
when recognizing needs and opportunities. Then they apply
their own individuality and style.
You,
too, must develop the techniques that work for you to help
your candidate perform well. The task of candidate preparation
is to help your candidates position themselves to get and
accept your client’s job offer. This is a mental and
physical process.
The
biggest mistake you could make would be to assume that your
candidate knows the very basic facts and concepts about interviewing
techniques, or even knows more about himself than he does.
It is true, he may be an expert in his chosen field, but
he is not an expert in interview communications. He needs
your help whether he knows it or not. You must be diplomatic;
almost unbelievable things can go wrong.
You
must make sure there are no surprises for either party during
the interview. Your candidate must be prepared to deal with
what he is about to face. This takes time, intuition and
judgment. This prep session should take place within two
to four hours prior to the interview.
The
preparation phase is pretty easy if you have conducted an
excellent interview and taken a thorough Search Assignment.
Use your feature-benefit-proof techniques to show where the
expectations will be met or not met on the hard facts about
the company. Use the candidate’s own words when discussing
the opportunity. Touch all the hot buttons.
You
must cover the who, what, when, where, and why of the situation.
Help your candidate visualize everything that will happen
and why, even if it is a phone interview you are scheduling.
Incorrect or incomplete addresses, directions or hiring authority
names are an embarrassment and get the interview started
on the wrong foot.
As
with the employer, make sure you convey to the candidate
the objective of the first interview:
“Bill,
your objective during the first interview is to make
sure the employer wants you. If he wants you, it then
becomes your decision whether you want him. This gives
you more control over the hiring process.”
If
the candidate does this, you now have both the employer and
the candidate selling each other, dramatically increasing
your odds of a favorable outcome.
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