- Written by Written by Steve Rice, President of Agri-Tech Personnel
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Written by Steve Rice, President of Agri-Tech Personnel
It is a fact that most managers are not "experts" at interviewing. Actually most successful managers strive to do the least number of interviews possible by holding their employee turnover rate to a minimum. We at Agri-Tech Personnel have had over thirty years experience in guiding people through the interviewing process from both sides of the table.
Do you see an interview as a buying or selling opportunity? Your answer to that question might make all the difference in whether you are able to get and keep quality employees. One of the most common mistakes made in the process of interviewing candidates, is failing to leave a good perception of your company with all candidates, even those who are not selected. Candidates who are not chosen should be disappointed by your decision, but feel good about the experience of having met with you.
There are several reasons why this is so important, not only to your current search, but also in trying to attract candidates for future openings. At any given moment in time, in any industry, there are a limited number of qualified people who are available for you to interview. How those people view your company is extremely important.
One of our client companies uses a two-day interviewing process. The first day the employer concentrates on informing the candidate on the company and the benefits of becoming a part of their team. In other words, the employer is in a "sell" mode. During the second day the interview concentrates on the candidate, his/her abilities, and how well the person fits the job opening.—a "buying mentality." Many employers skip the sales portion and just assume the candidate wants to come to work for them, thus missing a great PR opportunity. A two-day interview is probably over-kill, however it does serve to make my point. A company's reputation with potential candidates can be far-reaching. Students carry their interviewing experiences back to their colleges and experienced candidates often share with us what they have "heard" about a company from friends in the industry. If someone they know has had a bad experience many will refuse to interview with that company. It is an objection that is very difficult to overcome.
It's really a simple concept. Make each person you interview feel that they are special and that the time and effort they are expending in meeting with you is appreciated. And, don't forget to use the opportunity to sell. It will pay both now and in the future!