TABLE OF CONTENTS
To assess whether the conducted recruitment processes are effective, it is necessary to measure them properly. Defining the specific purpose of the recruitment allows for establishing measures that will help verify the effectiveness of undertaken activities.
How do you succeed in attracting top-class managers and specialists for my company? This question is becoming more and more explosive for management and HR managers. A lot of money is often spent on employer branding, various recruiting channels, and personnel consultants to attract the attention of talented people to the company and attract applicants. But what follows after that is unfortunately all too often designed as a selection process and less as an acquisition and retention process.
Be well prepared
You expect an applicant to prepare well for the interview at your company. But the person opposite also recognizes whether it is you. Good preparation is a sign of appreciation. This not only applies to the applicant but also you. So take some time and start the preparation shortly before the interview and not only when the applicant is already sitting in front of you, read the résumé and any other application documents calmly, make yourself aware of the "inner picture" you have of the applicant at this point and what expectations you have of him and the interview,
Agree with the other participants beforehand who will take on which role in the conversation and what you would like to observe, learn, and ask during the conversation.
Forget everything first
Regardless of what you already know or think you know about the candidate/applicant based on documents and, if applicable, previous interviews: enter the interview without prejudice and give the other person the chance to draw their own picture of yourself.
In the course of the conversation, ask, ask, ask - and listen as well as possible, observe and feel who you are dealing with.
After the conversation, collect and evaluate all impressions and findings in peace and then make a judgment.
Take your time and say who you are
Let each applicant arrive calmly and take your time to get started with the actual interview. Your goal should be to build an initial personal relationship with the other person. This indirectly promotes the degree of its authenticity and openness. It is best to start with small talk that is as individually designed as possible.
It will help if you introduce yourself and all interviewees with their names, current position/function, length of service with the company, and any other relevant information. In this way, you create a pleasant atmosphere for everyone to talk to and lay the foundation for a good relationship with someone who may soon hold an important position in your company.
Put your company and the vacant position in the right light.
Even if the person you are talking to is already well informed about your company and your position based on job advertisements, the internet presence, or an approach from a personnel consultancy: a detailed presentation of the company, the corporate culture and structure, the relevant corporate objectives and the respective target position is in the process essential for the first conversation. The following applies: the earlier, the better.
Treat your interlocutor with appreciation.
Sometimes critical questions arise based on the application documents. Or your counterpart seems to experience and evaluate facts differently than you. Here it is important to separate personal assessments from professional requirements. Even if the person you are talking to does not think and communicate the way you do, he or she can still fit the target position professionally and personally. Try to develop a feeling for whether the applicant and the future managers and colleagues would harmonize well. That is the only thing that matters.
An applicant will usually feel right from the start with what attitude you approach him and determine whether he would like to work in this environment and with these people. An appreciative communication will positively influence his decision for your company.