Employers: The Importance of Selling to Candidates at Interview

Employers: The Importance of Selling to Candidates at Interview


For any candidate that comes to
interview at your business, it’s imperative that
you sell to them. There is a talent for
war out there. I know it’s an overused cliche,
but there are as many good people in the market in
2013 as they were in 2005. How do we go about doing that? Firstly, put the candidate at
ease by showing that you’ve actually taken some interest
in reading their CV beforehand. Have a look through their career
history, bring out some points which perhaps need
elaborating on and some gaps to probe and question. I find it helps to have a look
at their hobbies and interests just so that during the first
five minutes of the meeting when you’re just kind of
sounding each other out, you’ve got some common
ground to talk about. When you start the meeting,
set the agenda. This meeting will take 45
minutes, an hour, whatever. Invite them to ask questions. A great interview is when it’s
two-way, when they’re asking questions, you’re asking
questions, and it’s a two-way conversation. It’s imperative that you’re able
to articulate, in perhaps a minute, the fantastic reasons
why a great candidate wants to join your business. Similarly, why somebody
would want to work in this specific role. You need to explain the reason
for the vacancy but at the same time, you don’t want to
badmouth the previous employee that’s left the role. One of the real things that will
help you interviewing is planning beforehand. Take half a day or at least a
couple of hours out to set up a set interview format
with questions to follow and a form. It will ease you which means
that your personality will come across to the candidate
a lot more. By having a set structure it
also means that you’ve got direction, you’ve got structure,
and obviously, great candidates want to see
that in a new employer. Make notes throughout the
meeting so that you’ve got them to refer back to when
you’re comparing one candidate against another, maybe in a few
days time, that you’ve got those notes to refresh
yourself. And I think it’s actually a
far more powerful way to interview is to have two
separate interviewers in two separate rooms interviewing
separately, making notes, comparing and contrasting, than
having two interviewers in the same room interviewing
one candidate. Finally, when you finish the
meeting, invite further questions and really sort of
explain the process from now on, but put a deadline on the
recruitment process that I will revert to you within 48
hours with a decision as to whether it’s going
to move forward. So remember, it’s as imperative
for you to sell to the candidate as it is for the
candidate to sell to you to ensure that you can acquire the
very best sales talent for your business.

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