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Interviewing

Job Interview Do’s and Don’ts: The Art of Strategic Interviewing

HR Connect: The Art of Strategic InterviewingIn today’s world where 70 percent of candidates say their experience during the hiring process impacts their offer decision, you simply can’t afford not to pay attention to the candidate experience — a large part of which is your interview process.

As part of CareerBuilder’s “HR Connect” monthly webinar series, Keith Hadley — practice leader, employment branding at CareerBuilder — and Jennifer Way — president, Way Solutions — offered up tips for employers on the art of strategic interviewing.

So, if you’re looking to use your time efficiently and respect both candidates and the hiring manager, it’s a good idea to use STRATEGIC interviews.

Here’s a tidbit you’ll find useful as you prepare to interview strategically:

That means reaching out to them prior to the interview and setting as well as managing the expectations up front. Put yourself in the candidate’s shoes and ask yourself what you think they would want to know. This includes obvious information such as directions to the office, but also information you may not think to offer, like informing them about the dress code at your workplace so they won’t have to guess and risk feeling out of place. According to Way, ideally you should be interviewing an average of two or three candidates for an open position, and no more than five.

Why?

If a group or team is interviewing a candidate, it’s best for every individual to prepare ahead of time with a different set of questions. For instance, one may focus on gauging cultural fit while another may get a feel for the candidate’s technical skills. And, lest you get too comfortable asking random strangers personal questions, keep in mind this isn’t a casual dinner at Uncle Joe’s; it’s a professional setting and there are certain expectations.

So think twice before innocently asking candidates about their entire backgrounds. In fact, a good first question to ask, according to Way, is: “Why are you interested in this role?” You can ask “Tell me about yourself” later in the interview.

Why should I care?

Only 15 percent of candidates feel companies have been responsive during the job search process. So if you’re still asking, “Why should I care?” consider these reasons:

We understand that if there are way too many candidates for you to respond to personally, automated messages are how you communicate with candidates. But remember: Automatic doesn’t mean ROBOTIC! Make sure your responses to candidates are humanized and consistent with your brand.

Missed the webinar, or just want a quick refresher? Listen to the full webinar here, and keep the below slides handy as you continue to improve your interviewing process. 

Deanna Hartley

About Deanna Hartley

Deanna Hartley is a senior copywriter and community manager on the creative services team at CareerBuilder, where she writes about issues that are top of mind for employers and recruiters – including talent acquisition, employee engagement and retention. An avid social media user, Deanna is the face behind @CBforEmployers on Twitter as well as CBforEmployers’ Facebook and Instagram pages, so it’s easy to stay connected with her. Prior to joining CareerBuilder, Deanna was a senior editor for the Human Capital Media Group, publishers of Talent Management, Chief Learning Officer, Diversity Executive and Workforce Management magazines. Deanna holds a master’s degree from Northwestern University’s Medill School of Journalism. She loves caffeine, social media, pop culture and dogs – though not necessarily in that order.
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