1. Create an open atmosphere
Create an atmosphere that does not need a bad joke or a standard icebreaker question. Give the candidate the feeling of being able to move freely.
The friendlier and more enjoyable the atmosphere, the less the candidate will "only" feel as an applicant. The less he "only" feels as an applicant, the better and more diverse they can get to know each other.
2. Also Company have to prepare!
The positive atmosphere does not depend on the rooms. Rather, the candidate should feel welcome. Other factors play an important role. Do not let the candidate wait too long. This quickly leads to discomfort and uncertainty and can significantly interfere with the application interview.
Also, if this is not always easy to implement in the day-to-day business, you should not be stressed or pressurized into a job interview. But most of all, you should be prepared for the conversation. You should know who the candidate is and which position he or she is applying to. Take the time to make the call successful.
3. The first impression counts!
This sentence applies not only in private life, but also in job interviews. Not only you as a company judge whether the candidate is sympathetic to you, whether you judge him qualified and whether you can imagine working together. All the same assessment is made by the candidate. It is up to you what information you provide to the candidate for his decision-making basis.
You should give the candidate the opportunity to get a detailed picture of you, the company and potential colleagues. Because the times in which there were numerous applications are over. In addition, many candidates know their market value and attach great importance to individual incentives in addition to the general conditions such as salary, title and job.
4. Application discussion at eye level!
How do you behave in stressful situations? What are your strengths and weaknesses? How do you work in the team? We know all these standard questions from job interviews. We also know that applicants are welcome to ask questions at the end of the interview. But why do so few department heads or personalleders actually present themselves to the candidate?
Candidates and their careers are audited by company employees, who often introduce themselves by name and title, but do not comment on themselves as individuals or their own careers. If a candidate asks for it, you often see surprised faces. However, a situational reaction always depends on the behavior and the reaction of the other person. Do not challenge your applicants, but conduct a dialogue at eye level.
5. Draw an honest picture!
Often, job interviews are conducted by department heads and personnel managers. Rarely, on the other hand, do the candidates work directly with them after recruitment. Use the opportunity of the interview to give the candidate the opportunity to get a first impression of their future colleagues.
Show him the possible future office, introduce him or her to individual colleagues, or even have one of your colleagues attend the interview. This will give the candidate a fair picture of your company. One of our clients has found that even candidates who have not been recruited are subconsciously acting as ambassadors, as they praise the company and the application process.
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