nailing the interview: how to identify the right candidate & leave a great impression
DESCRIPTION
When the face-to-face interview is perhaps the most important part of the process, why is it far too often the most poorly run? Even after reviewing our guide, do you still struggle to run consistent interviews that allow you to find the best candidates and sell them on your company? In this webinar, you’ll learn: - How to prep in 15 minutes flat. - How to make your candidate feel comfortable. - How to get all the information you need, consistently, in a 1-hour interview. - How to follow up effectively. Our presenter, Paul Slezak, has built market-leading businesses in the highly competitive recruitment industry. Over the last 20 years having worked for both an international publicly listed group as well as a global niche recruitment business, Paul has been a hands-on recruiter, manager, trainer, coach, mentor, and speaker across Australia, Asia, Europe and North America.TRANSCRIPT
Follow me @paul_slezak.
About today’s presenterPaul Slezak, Cofounder – RecruitLoop“ I've been a hands on recruiter, manager, trainer, coach, mentor, and regular speaker for the recruitment industry for nearly 20 years.”
WHY IS IT OFTEN THE MOST POORLY RUN?
When the face-to-face interview is one of the most
important parts of the recruitment process,
WHAT’S IN STORE?
Deciding what type of interview you plan to run
How to make your candidate feel comfortable
How to extract all the essential information within an hourConsidering motivation and cultural fit
How to follow up effectively
One of the most overused phrases in businesses today is that “our people are our
greatest asset”.So why is the interview process often
the first area to suffer?
YOUR ONE CHANCE TO MAKEA LASTING FIRST IMPRESSION.
You can’t walk in unprepared and expect to run a professional interview
Defining success from the outset
PREPARE FOR THE INTERVIEW IN LESS THAN 15 MINUTES.
WHAT TYPE OF INTERVIEWDO YOU PLAN TO RUN?
How to make your candidate feel comfortable
THE FIRST 5 MINUTES -
THE BODY OF THE INTERVIEWExtracting all the essential
informationIdentifying the ‘diamond in the rough’
YOU HAVE 2 EARS AND 1 MOUTH FOR A REASON.
Ask open ended questions.
Avoid asking leading questions.
Don’t ask multiple questions.
HOW DO YOU DISTINGUISH BETWEEN
A CANDIDATE’S SKILLS AND COMPETENCIES?
The best way to determine how a candidate will perform in your role is to
ASK QUESTIONS AROUND HOW THEY PERFORMED A SIMILAR ROLE IN THE PAST.
S.T.A.R.
S - Situation
T - Task
A - Action
R - Result
CONTROL YOUR EMOTIONS.WAIT 30 MINUTES.
THE 5 ESSENTIAL QUESTIONSYOU MUST ASK.
Why are you really sitting in front of me today?1
What are you ideally looking for in your next position?2
What salary are you on now?3
Who else is involved in your decision making process?4
How will your manager react when you resign?5
Considering motivation and cultural fit.
Closing the interview and providing candidate feedback.
IN SUMMARYStructured Interview
Competency Based Questioning
Results Focused Assessment
Interview Bias Eliminated
Process Explained
Timely Feedback
SCRIPT
Q&A
United States1355 Market St, Suite 488San Francisco, CA 94103, United [email protected] 317 7226 | Tel
Thank YouAustraliaGround Floor, 608 Harris StUltimo, NSW 2007, [email protected] 769 796 | Tel