How to WOW Candidates…

Wow! Where Do I Sign? …Impressing potential employees.

 

It’s nothing new to hear that competition for talent is tough. Attracting the right people is undeniably important. So how do you get it right just out of the gates? Wowing and wooing potential employees doesn’t have to involve a lot of splashy gimmicks, but rather a lot of listening, thoughtful planning, and salesmanship.

 

The thoughtful planning should happen both before and after the interview. Thinking of the interview as an invitation helps color the entire process with courtesy. Besides reviewing in advance what you want to learn from candidates as well as what they will need to learn from you, take steps to make candidates feel as welcome and comfortable as possible. Arrange for any reasonable accommodations that they request, and reimburse all travel and meal costs. For out of town candidates, small details such as timing a break between flight arrival and the interview to allow the candidate to refresh or eat a meal are generally appreciated.

 

If the candidate arrives the evening before the interview, arrange to have a company welcome pack at the front desk upon check in. Besides company propaganda, this could include information on your community that is available from your local Chamber of Commerce or Visitors’ Center. If the spouse is traveling with the candidate, include his or her name on the packet and include information on local attractions, housing and job information, a list of recruiters in the area, as well as a list of Web sites that can direct the candidate and his or her family to even more information about the area.

 

Enough time should be scheduled with each candidate to allow for a relaxed, unhurried interview. The first impression of the office environment is as important as the initial impression you make on the candidate as the potential employer. When the candidate arrives, take him or her to a comfortable room where he or she can sit and read prior to the meeting. And make sure you’re on time. Being late is impolite and reflects poorly on the company.

 

The interview should, ideally, be a structured but relaxed conversation, not an overly formal review of the candidate’s resume or an intimidating question-and-answer session. Try to be mindful of talking too much. Let the candidate do most of the talking and pay attention. Preparing professionally and having a conversation with the candidate establishes rapport and increases the chances that he or she will respond honestly. The importance of this cannot be over-emphasized because at this point you need to discover what really matters to the candidate. This means including the candidate’s personal life (read: family and lifestyle) in the hiring process.

 

Being familiar with the candidate’s background, experience, and career aspirations all help you understand his or her vision so you can “show and sell” how your opportunity can help achieve those goals. Likewise, uncover the candidate’s motivations – is it mostly money, or what about quality of life? Do you offer childcare on site? Gym corporate discounts? Pension? Flexible scheduling? Do you live in an area with great beaches, hiking trails or other enticing natural features? Play up every attraction – every angle – you have, and let the candidate know that you recognize that there’s life away from work. This could tip very even scales your direction when a hot prospect is comparing your offer versus another.

 

Close the interview by explaining what happens next in the hiring process and thank the candidate for his or her time. Timeliness is especially critical now as delaying offers generally costs employers the most in-demand candidates. The top 10% will be gone after the first week, so minimize inefficiencies and approval delays. If there is an unavoidable delay, however, have the hiring manager call the candidates to let them know where things are in the process, and provide a date when they can expect to know an outcome.