4 interviewing tips to make your company shine

In a competitive job market, first impressions are crucial — whether it’s the impression you get from a job candidate or the impression a candidate gets of your company. And that first impression begins at the job interview.

Selling your company to candidates

During an interview, remember you’re not only interviewing an applicant, but that applicant is also interviewing you. Candidates want to know if your company is the right fit for them. So, they are just as invested in the process as you are.

What you absolutely don’t want is for an interview to go so badly that a prospect tells others about their terrible experience.

Spreading their unhappiness about your company via word of mouth would be tough, but a candidate could also post a negative review online. This can hurt your employer’s brand.

Let’s go through some tips on what an optimal interview process should involve and the steps that should be taken to ensure success for everyone.

1. Know your company inside out

While this may seem like an obvious tip, it’s important to understand and be able to share why you know the company is amazing. Be able to discuss:

• Company culture, mission, vision and values. Candidates want to be sure their potential employer’s values align with theirs. So, when diving into this topic, share examples of how leadership is currently implementing those values.
• Benefits package. This is where an applicant may really perk up their attention, so be very detailed about the benefits your company offers. This could include health and dental insurance, paid time off and retirement options, to name a few.
• Extras. In addition to standard benefits, don’t forget to highlight other perks. Is there on-site daycare? Wellness programs? Bonuses? Whatever the case, make sure you speak up on things that can help your company stand out.

While these are only a few examples, at the end of the day, candidates simply want to know, “What’s in it for me?” So, avoid a high-level overview and provide full details instead.

2. Be ready for questions

Your interviewee may be highly sought after and therefore could have many offers. Spend time thinking through questions candidates may have. Your answers to their questions could be the deciding factor in whether they choose your company over another.

Here are a few to consider:

What’s your favorite aspect of working for the company?

Show your enthusiasm and excitement from the start when answering this question. If you stumble or stall when trying to answer, it could come off negatively to the prospect. Don’t give them a reason to form a less-than-stellar opinion of your company.

Why do you come to work each day?

If you receive this question after having explained your favorite thing about working at the company, then the candidate wants more information. Some responses could include:

• Work-life balance
• Opportunity for growth
• Wonderful co-workers

3. Compile all information about the role

Oftentimes, the person handling the interview process may not be the same person who manages the new employee. If this is the case, you want to have a detailed conversation with the hiring manager and team members so you know all the requirements for the position. Be sure to ask:

• Who’s on the team?
• What are the daily tasks?
• Is there specific technology?
• What are the types of projects?
• Is travel involved?

It’s almost definite that the interviewee will ask some or all of these questions. Knowing the answers will help ensure you can provide clear answers.

4. Know who you want to hire

From the very beginning, define the type of job candidate you’re looking for. This way, you have some objective, consistent standards by which to measure all applicants.

• Also, while you’re focusing on asking questions, just know the applicant is also focusing on you. If you show signs of ambiguity about what you want, this could cause the interviewee to hesitate. So, understand these important points about the position ahead of time:
• Required key factors for the role
• Additional qualities that would add value to the role
• Skills and qualifications that would make someone the right fit
• Factors that determine if someone would align with company culture and values

Want to learn more about how to hire the right people and win top talent? Join Sheryl LaPlace, human resource consultant for Insperity, for our Jan. 20 webinar on attracting and retaining talent. You can also visit insperity.com/vistage or email alliance@insperity.com to learn more.

This story was first published on the Insperity blog.

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