Long and tedious process, hiring staff is a subject not to be taken lightly. Poor recruitment can, in addition to being unnecessarily time-consuming, be very expensive! Don't have HR teams to support you? We explain how to manage your recruitment interview effectively. Objective: reduce the percentage of errors and not miss any talent!
Prepare your recruitment interview well in advance
It would be easy to believe that a recruiter does not necessarily need to prepare for his job interview. Mistake, if you want to be really effective, you need to allocate some time to preparing for your interview. During this phase, take the time to review the candidate's CV and cover letter. You can also search for information on his profile on the Internet and LinkedIn to learn a little more. At this stage, you must be able to identify the candidate's skills, strengths, weaknesses and phases of his career that could question you. This preliminary work will allow you to build your interview frame and an analysis grid to make your decision.
Welcome the candidate
The candidate you solicit in a recruitment interview meets you with the desire to seduce to be offered the position. On the recruiter side, seduction is also in order. You need to highlight your business and the benefits of becoming your employee. Be warm and welcoming. Organize a quick tour of your offices for example so that the candidate can soak up the atmosphere that reigns in your premises. Finally, remember to book a secluded room and be careful to be the least disturbed.
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Recruitment interview: the legal obligations of the recruiter
Certain rules, set by law, must be observed during your interview. In particular, the recruiter must ensure that the information exchanged during the recruitment interview remains confidential. These should only be used for hiring purposes. You should not ask questions during your interviews about candidates' sexual or religious orientations or ask them about their origins. If you plan tests (psychology, aptitude …), you also have the obligation to warn the candidate in advance.
What questions to ask during interviews when you are the recruiter?
Organize your questions to conduct a dynamic and comprehensive recruitment interview. At the end of the interview, you must have all the information you need to make your decision. Start by introducing your company and ask the candidate about their background. The approach is gradually refined, then move on to the validation of skills and experience. Finally, ask the candidate about his motivations and his ability to integrate well into your team. Don't forget to also ask him about his salary expectations and any other wishes he may make. You can conclude by asking the candidate if he has any questions and discuss his candidacy together.
What to do after the job interview?
After meeting all the candidates, it's time to take stock. Be as objective as possible and study the analysis grids of each recruitment interview. Do not rely on your instincts or a first impression, go through the profiles, their strengths and flaws. If necessary, arrange a second interview with the profiles that make you hesitate. Once the decision is made, debrief the candidates who have not been selected in order to move them forward and contact your new hire to inform him of his success and the rest of the process.
