Never “Short Change” Your Prep!
Once you send a candidate on an interview, you have information that can greatly assist other candidates you send to that same client. To obtain this information, you should use a debrief form so you obtain the same information from each candidate.
This then sets you up to conduct a prep prior to each interview. Your prep should have two parts. Part One takes fifteen minutes and involves you reviewing every function of the job and asking your candidate three questions:
1. Have you done this?
2. Please give a specific example of where you have done this?
3. Is this something you want to do in your next job?
After Part One you ask your candidate a very important question.
“Does this sound like a job you would accept today?” The most important word in that question is the word today, so you can determine their level of interest and time frame. If they say anything but yes, you address all concerns and then progress to Part Two.
During Part Two, you role play questions and answers with your candidate. You then help prepare them for questions they will ask the interviewer, so they can uncover the priorities of each person in the interview process. The prep is actually your competitive edge.
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