How can you keep interview candidates engaged in different formats and settings?

In my view, in-person interviews offer a holistic view of candidates 🤝🔍. Preparation is key to making the most of this format and assessing their fit comprehensively. 😊📋

In interviews, authenticity is the magnet that truly captivates. The art of interviewing extends beyond the mere transaction of questions and answers. Whether in-person, online, or over the phone, the essence remains: a shared discovery of your career narrative. In-person, it's the tangible presence that sets the tone, online it's the commitment to connect despite physical distance, and on the phone, it's the challenge of crafting a genuine connection through voice only. Each format demands a tailored touch, yet the underpinning principle remains consistent: respect the candidate's journey, value their narrative, and foster a space of mutual trust. Remember, engagement isn't a mere outcome; it's it's shared respect and understanding.

If a Manager is truly interested in engaging the candidate, the best practice is to ask the candidate questions at the beginning to determine their interests and desires for their next job. The advantage for the manager is the questions may enable the manager to discern if the candidate is a great fit for their team beyond their skillset. For instance, ask them: 1. Why they were attracted to your firm? 2. Why do they want to change jobs now? 3. Describe their favorite management style. (If they prefer Consensus Building & your firm is Top Down - not a great fit) 4. What aspect of your current job do you love? 5. What aspect of your current job would you prefer to see changed? How? Then delve into your skills questions & sell the job.

Your "Phone Interviews" summary is great! Nicely done! These are additions - Since 1981, I have conducted thousands of phone interviews. My preference is to discuss the position with the candidate and ask if they have any questions that I can answer. Since I always meet with the manager before the interview, I have a fairly strong understanding of the job and its requirements. I also read the Job Description to better understand if a skill or experience needs to be added. My interviews tend to be a conversational style interview. I try to relax the candidate by asking for their preferences first. When a preference mirrors my client's culture, manager, or job, I reinforce that thought by mentioning they are speaking about my client.

Thanksgiving through the Christmas Holidays is the BEST time to source candidates and interview them. Why? Company budgets for the next year are completed. Managers know their open slots for the beginning of January. Why wait for January to begin the process? Would you like to get a jump on your competition? Start recruiting and interviewing NOW! Why? Your competition is focused on the end of the year. Interview now! Select the best qualified candidate. Extend them an offer with an early January start date. Now, both the Manager and the Candidate may enjoy the holidays! Expect Success!