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What Does the Interview Process Tell Candidates about Your Company?

September 12th, 2014

A growing number of managers are now factoring cultural adaptability into their candidate selection decisions, based on the idea that attitude matters just as much as aptitude when it comes to forecasting candidate success. If a candidate fits the culture, her odds of landing a job will greatly increase.

But if you’re sitting on the manager’s side of the table, recognize that the equation works both ways. If the candidate looks around your office and likes what she sees, she’ll be far more likely to accept your offer and stay with the company over the long term.

So how can you use your interview process to showcase your culture and convince the best candidates in your applicant pool to join your organization? Here are a few ways to make this happen.

1. Keep all pre-interview interactions clear and positive.

Nothing frustrates a job applicant like unanswered calls, unreturned messages, and conflicting information and instructions regarding the interview date and location. Make sure everyone who speaks to your candidate has access to the correct information and speaks in a confident and welcoming tone.

2. Take first impressions seriously.

The candidate may make her first impression when she greets you and shakes your hand. But the company starts making a first impression the minute she walks in the door. Is your lobby clean, well-lit and inviting? Is your waiting area comfortable? And most important, is the interviewer prepared and ready to conduct the meeting on time? Never leave a candidate waiting for more than fifteen minutes.

3. Confident, competent interviewers inspire trust.

You may be just as nervous as your candidate (meeting new people isn’t always easy), but try not to let this show. Have your notes or your script prepared, have a copy of the candidate’s resume in front of you, and try not to ramble or fluster.

4. Show respect for her expertise and also for her time.

You may think that you hold the power position in this dialogue, but you need your candidate as much as she needs you. Respect her willingness to share her skills and dedicate her time to this company—specifically the thirty minutes she’s spending in this interview. Keep your questions relevant.

5. Explain your culture as well as you can.

This can be a tall order, but if you provide accurate and honest information about your culture, your candidate will be better able to make an informed decision.

For more on how to keep your interview process meaningful for parties on both sides of the table, reach out to the Fairfeld County staffing professionals at Merritt Staffing.

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