Job search preparation is not just for the candidates. On the other side of their searches are important openings employers want to fill with the perfect fit. Attracting and having an offer accepted from that ideal candidate takes a lot of careful consideration, planning and hard work. Karen Alphonse’s article, “Good Interview Practices: Employers Perspective,” provides an in-depth look at the process from a variety of angles as it progresses through its beginning, middle and end. While written under bold headings that could be used as a cursory checklist, doing so would be missing the article’s education as Alphonse goes into depth with explanation and examples to help ensure execution of her instruction will put your organization in the best possible position to draw in the very best candidates.

The emphasis from Alphonse is to be very prepared for the interview process including reviewing the position opening before filling it. Understand why it was vacated as well as what can be done to improve any problems that exist within it before someone else fills it. It is not enough to simply fill a vacancy just because it exists; filling the vacancy needs to matter, and it needs to be ready for someone to step into it.

Another theme throughout the guide is to be very intentional both in preparation for candidates as well as during (and, after) the interview. Not only is the interview the time for asking the right questions that you have well prepared in an intentional way, but Alphonse reminds us that it is also the time to pitch your organization to the candidate. While the candidates should, most definitely, do their homework on you, it is up to you to further inspire them while they’re talking with you. Quality candidates want to leave your organization ready to start; you must be prepared in advance to stoke their interest.

The emphasis on intentionality does not stop when the interviews are finished. From continuing keeping up with the market so as to make a reasonable salary offer to having a strategy in place so as to extend an offer before the momentum of a great interview wanes, the process isn’t over until the candidate is hired.

Even then, there is still one more aspect of the process that requires tending. Alphonse concludes her article with one final directive: Respect the new hire. This can include anything from an inspection of the office and supplies to ensure readiness to providing a social event prior to the start date as an opportunity to casually meet the rest of the team. After a careful, well-planned process to hire this person, gestures at start will help protect your investment.

Other criteria outlined throughout the article are not only helpful to those hiring, but Alphonse also provides strong lists illustrating characteristics and behaviors of candidates to watch for both positive and negative. Those seeking a job would serve themselves well by reviewing what an employer should take notice of.

Alphonse, Karen. “Good Interview Practices: Employers Perspective.” ExecSearches.com. ExecSearches.com. 1999. Web. (30 Nov. 2015)

Nancy Stoker is a Senior Client Services Representative and Research Associate with ExecSearches.com.

Last updated on February 3rd, 2017 at 03:51 pm