Interview Tips for Employers

Before the Interview

During the Interview

After the Interview

1) Determine your options:

• Which skills are vital as opposed to ideal? A perfect fit may be unlikely, expensive or even difficult to find.

• Can you afford the time and/or money to train in any of these areas? Many times a candidate with similar experience or someone lacking only one or two skills can acquire the missing pieces by the time the perfect candidate is found. This may also have the advantage of cost savings in terms of salary.

• Personality and cultural fit may be as important as technical skills.

2) Choose a recruiter that is able to satisfy your needs:

• Does he/she understand the technical skills that this candidate should possess?

• Is he/she sensitive to the cultural and corporate issues that are important to you?

• Will he/she thoroughly interview these candidates prior to you meeting them or are you expected to pre-screen them?

• Company benefits (in detail), annual reports, sales/marketing literature, product brochures, news clippings, etc.

• What are the things you would appreciate knowing if you were the candidate?

4) When setting the interview time:

• Allow plenty of time for the interview. You may find that 45 minutes to an hour is not long enough if you really "hit it off" with the candidate.

• Have the recruiter provide you with detailed information about the candidate (technical skills, details about prior duties, career goals, insights to personality, why they are are willing to make a change).

• Try to keep the interview process reasonable. Early morning, lunch and early evening appointments are greatly appreciated by candidates that are employed.

• Try to keep the interview process as short as possible. Long delays between first and second interviews or between the interview and an offer of employment may cause the candidate to lose interest.

• Keep the interview time a priority and prevent unnecessary interruptions.

• Use this opportunity to present a positive image of your company.

• Allow plenty of time for the interview. You may find that 45 minutes to an hour is not long enough if you really "hit it off" with the candidate.

• Have the recruiter provide you with detailed information about the candidate (technical skills, details about prior duties, career goals, insights to personality, why they are are willing to make a change).

• Try to keep the interview process reasonable. Early morning, lunch and early evening appointments are greatly appreciated by candidates that are employed.

• Try to keep the interview process as short as possible. Long delays between first and second interviews or between the interview and an offer of employment may cause the candidate to lose interest.

• Keep the interview time a priority and prevent unnecessary interruptions.

• Use this opportunity to present a positive image of your company.