In an increasingly candidate short market (and any market for that matter), it is not just the candidate who has to perform well in the interview. Candidates are also assessing the performance of hiring managers. Is the hiring manager a person they would want to work with? Is the hiring organisation a place where the candidate would want to spend the majority of their time?
The assessment process starts from the moment the candidate walks into the building, from meeting the receptionist through to waiting in the reception area; to being met by the hiring manager or HR. Is the receptionist welcoming? If there is no one at reception to greet the candidate, do other employees walking past the waiting candidate ask if they are being looked after and require assistance?
Does the hiring manager meet the candidate at the agreed upon time or are they kept waiting? A candidate’s time is important too. If kept waiting, is an apology offered?
In the interview, is the hiring manager well prepared? Do they give the impression that they are well researched or do they appear to be reading the resume for the first time? Are suitable selling points of the organisation and the job presented? It shouldn’t just be the candidates doing the selling.
If these questions are not addressed satisfactorily, candidates quite rightly will started asking themselves if they want to join this type of organisation and accept a job offer. So where to from here? Has a timeframe for the next step in the process been communicated and importantly adhered to?
Remember, interviews are a two way street, make sure you aren’t going against the traffic!