INTERVIEWS- PUTTING YOUR BEST FORWARD

I have recently experienced an interview process that was less than interesting.  Not because I did not move forward as the candidate, but rather because the third party firm used  to help in the selection process , didn't in my opinion,  do the process or their client justice (the company in question  was rather reputable).

 I have also heard recently from a friend who was interviewed for a senior level role, and interviewed by internal senior staff   who not only did not serve the organization well.  What they did do was to manage to completely turn the candidate off from even continuing to pursue any further steps with the organization in question.  

What went wrong in these situations? 

I love recruiting....best job in a company.  

Having worked in recruiting (for way too long),  and having interviewed a very large number of candidates for senior roles,  I have alway made it my business to personally put my best foot forward to best represent my organization in the most honest and positive manner possible during any meeting with a candidate whether on the phone or in person.  Or, when I have had to use a third party firm to work with me, I have also ensured that these firms  had a good sense of our culture and business, and  also best represented our organization who was paying them to find the right candidate.

Creating appeal for a candidate  and getting the right candidate, is more than just having a job or a role presented to them.  Employers MUST  remember that not everyone is desperate or breaking down the door to get inside your company.  In fact , when you have to resort to using a third party to fill your opportunities, it's usually because there are going to be some challenges to get the right person in the door that will eventually make a difference to your business.  So why then, do companies continue to either internally or externally ,  use inadequate or ill trained recruiters/ support,  and leaders carrying out one of the most critical roles to finding talent? 

I have said this a million times.....( I am allowed to repeat and repeat....).  Getting talent, enticing talent, bringing in talent is about marketing......Companies are the end product and the candidate is the consumer you want to go after.   So here are a couple of things I would like to reinforce. 

• Take the time to do it right.  Figure out what the role is, have clarity around the accountabilities , scope, mandate, reporting relationships etc. before taking those first few steps of meeting candidates.  You look unprofessional and disorganized when you aren't prepared.  
• Put your best people forward.  No company would go and do a business presentation to sell business and send their worst salesperson or sales team.  So why do companies do this when they are trying to attract and "woo "top talent.....find your best and brightest to help you find the right candidates.  They are your selling card. 
• Be prepared to answer questions that are relevant to the candidate.  Being ill researched or ill prepared to help the candidate understand what they will be accountable for and what we expect them to engage in , is CRITICAL to the process.  
• Make sure your interview team represents your culture.   They are your ambassadors...they are your salesforce. 
• And lastly, be aware of the network (yours and theirs).  Linked In in this regard has been amazing and awesome.   I have on numerous (if not always) used my own network (especially the Linked In contacts),  to find out more about the company in question,  about the leadership, the  people interviewing me, and what's going on in their business.  No better way to get some "real " insights into what makes a company interesting to work for.  When through this networking candidates find out the "not so pretty " story, is not a good thing in your attraction strategy.