In every job interview, it is the candidate who is under the microscope. Their skills, experience and personality constantly being assessed to determine their fit for the role on offer.
But job interviews are a lot like relationships. The best ones are a two-way street. As an employer, it is important to remember that you too are being assessed and examined. Each candidate is drawing conclusions about the role, your company, its culture and whether it is the best fit for them, based largely on their interactions during the interview process. You need to sell the job and your company just as much as they need to sell themselves to you.
So how do you best promote your company to job seekers during an interview?
One of the easiest ways is to provide practical examples that showcase life inside the organisation. Just as you want a candidate to share evidence of their experience by demonstrating achievements or success, they also want the same from you.
Sharing insights from an insider’s perspective should also reinforce the details about the company that your Resourcing Consultant has shared in the lead-up. Candidates want to see evidence of the things they have heard about prior to the interview.
Here are four specific tips to help you better promote your company during the interview process.
1. Explore the technical and cultural fit
As the employer, you have a deep understanding of the role requirements and the attributes needed to succeed in the position on offer. Marry this with your knowledge of the candidate gleaned from their CV and initial interactions and show them why they may be a strong fit for a role. For example, if a candidate expresses a desire to work in an inclusive environment, you can share practical details of the innovative culture running through the organisation and show how inclusion is evident in the workplace.
Remember, you have a wealth of knowledge about your company that may not be available to outsiders. Use that knowledge to help promote the job and showcase your organisation.
2. Discuss their family situation
This point is particularly useful if the candidate is considering moving to a rural or regional. Packing up and relocating a family can be a stressful event for all involved. I recommend having a genuine conversation with candidates to understand their motivations for taking the role, how their family plays a part in that decision and if the company can provide support to make the transition easier. As an example, does their partner need to find a new role for once they arrive or are they concerned about making new connections and settling into a remote community? Offering guidance or assistance where possible can be a big selling point for a candidate, and one that can assist them when making a decision to accept or decline a position.
3. Provide insights on the hiring manager
Can you describe the management style of the team leader or direct manager? This is one of the most common questions asked by candidates during a job interview. What it shows is that most people want to ensure the team culture and working conditions are right for them, before taking up a position.
Again, give candidates a practical insight into company culture and detail what daily life in the team environment looks like. Is the atmosphere relaxed and fun? Is there a strong focus on working collaboratively as a team, or are staff more inclined to work independently and come together at key points in the project? Be honest and detailed with your examples to ensure you appeal to candidates whose style and personality genuinely suits the work environment.
4. Detail salary and package details
Salary is always an important conversation to have. Be sure to share details on remuneration, plus any KPIs or performance bonuses included as part of the package.
For many candidates, salary is only one contributing factor when deciding to accept or decline a role. Opportunities for professional growth and career development can be just as powerful. If you work to understand what the candidate values most you will be able to position your offer in the most attractive way once you find your ideal candidate.
Remember that interviews are a two-way street. Both candidate and employer need to impress each other and feel excited by the opportunity. It is only when both leave the interview feeling positive that an ideal m
