The perfect interview structure for recruiters
TL;DR
- The article introduces an interview structure for recruiters, emphasising the importance of a well-structured candidate call.
- It provides insights and guidance on each stage of the interview process, including icebreaking and kickoff, gathering information and building connections, mapping out relevant experience, navigating location factors, and discussing package and availability.
- The post highlights the benefits of using our AI-powered conversation intelligence solution, Squire, which offers a curated set of questions and automates tasks like note-taking and updating the ATS.
- By following this interview structure and leveraging Squire, recruiters can streamline their recruitment process and make successful candidate connections and placements.
Introduction
In our previous blog post, we explored the world of virtual recruitment and shared insights on optimising remote interviews. Today, we are thrilled to present the culmination of our efforts: the impeccable Candidate Call Structure accompanied by a thoughtfully curated set of questions that will help you identify the perfect candidates for your open positions. These invaluable assets are seamlessly integrated into our groundbreaking AI-powered conversation intelligence solution, Squire. When you select a position, Squire’s Chrome extension add-on provides you with this meticulously designed question framework, guiding you through the interview process with precision. By leveraging our curated structure and targeted questions, you’ll have the power to identify and position the best candidates in their perfect roles!
Icebreaking and kickoff
When it comes to initiating a successful interview process, the ice-breaking and kickoff stage plays a crucial role. To begin, introduce yourself and your agency, providing a brief background and highlighting your agency’s expertise and experience in the market. This establishes a foundation of trust and familiarity. Additionally, engaging in small talk is essential to humanise the interaction and alleviate candidates’ stress. You can discuss hobbies mentioned on their CV, current events, or even the weather. By doing so, you create a more relaxed atmosphere and build rapport. Furthermore, inquire about where they saw your agency’s job posting or found their way to your database, such as job portals, LinkedIn, or through referrals. This enables you to bring attention to any intriguing aspects of their CV, such as volunteering experiences or hobbies, and offer compliments based on those notable points.
Gathering insight and building connections
During the initial stage of the interview process, recruitment consultants should focus on gathering information about the candidate’s current situation and providing them with information about potential opportunities. You can start by inquiring about the candidate’s active job search status and their interest in new opportunities. If the candidate is not actively looking, ask if they would be open to staying in touch for future possibilities and inquire about their specific professional interests. Feel free also to explore whether the candidate has worked with agencies before and take the opportunity to explain the recruitment process.
If they are interested in a new career opportunity, provide details about the specific role you are hiring for, sharing the information obtained from the hiring manager. This includes a timely and accurate job description, as it helps reduce the chances of identifying a mismatch. To capture the candidate’s interest, highlight the compelling aspects of the position and emphasise what the company offers in terms of tangible benefits, cultural values, and other advantages.
During this stage, take notes of whether the candidate has applied for the role or if they were contacted as part of a headhunting effort or based on previous information in the agency’s database. Additionally, get to know if the candidate is genuinely interested in the position and if not, whether they know anyone who might be suitable.
Lastly, request the candidate to provide an overview of their experience, enabling the agency to maintain communication and keep them informed about other relevant opportunities. This ensures that the interview or candidate call you are conducting is not in vain. You will have all the valuable information at your disposal for future reference, allowing you to reach out to this qualified individual at a more opportune time or when a better-suited position becomes available.
Mapping out relevant experience
At this stage of the interview process, recruiters thoroughly explore the candidate’s experience and expertise, which is especially important in highly technical roles. With Squire’s assistance, you can eliminate worries about overlooking important details. Our advanced software transcribes the entire interview, capturing all the essential information. This ensures that no key details are missed. As a result, you can concentrate on effectively engaging with the candidate and asking relevant questions, all of which are conveniently provided by Squire.
Ensure that you inquire about both broad and overarching aspects, as well as role- and industry-specific details. To explore the candidate’s background, the following questions and topics can be addressed:
- Go through their CV meticulously, discussing each section in detail.
- Inquire about the specific responsibilities they held in each role.
- Explore the projects they worked on and the technologies they utilised.
- Determine their experience with team structures, leadership, and managing teams.
- Understand the reporting hierarchy, including the level of their direct supervisor (e.g., C-level).
- Discover notable achievements from their previous roles.
- Gain insights into a typical day in the role they held.
- Encourage them to share what they enjoy and dislike about their past experiences.
- Address any gaps in their CV, understanding the reasons behind them without assuming any issues.
- Explore career changes, seeking to understand the motivations behind such transitions.
- Tailor role-specific questions related to technology, tools, and proficiency, encouraging them to provide concrete examples.
By following this comprehensive approach and leveraging Squire’s capabilities, you can ensure a thorough evaluation of the candidate’s qualifications, while streamlining your interview process and maintaining a strong focus on engaging with the candidate. Having all the valuable information readily available empowers you to connect with highly qualified candidates at a more suitable time or when a more fitting position arises.
Navigating Location Factors
Next, you should gain a comprehensive understanding of the candidate’s location-related aspects. It is crucial to inquire about several key factors.
Firstly, where is their current place of residence? This helps assess their proximity to the job location and potential commuting requirements. Additionally, it is essential to determine if they have access to reliable transportation, such as owning a car. Explore their preferences regarding commuting! Are they open to daily travel, or do they specifically seek a remote or a hybrid setup? Understanding their flexibility in this regard is vital for aligning their expectations with the job requirements.
For candidates who are new to the country where the job is located or considering relocation, it is important to inquire about their motivations. Why are they looking to make this move? Have they previously resided in the country where the job is based, or would this be their first experience in that location? If applicable, inquire about the candidate’s plans regarding their family. Are they planning to relocate with their spouse or children? Understanding their familial situation helps assess their readiness for the challenges and logistics involved in the relocation process. Lastly, consultants should ensure that candidates are aware of the practical aspects of living in the new country. This includes understanding the cost of living, rental market dynamics, banking procedures, and social welfare systems. This knowledge helps candidates make informed decisions and plan their transition effectively.
In addition to location-specific aspects, language proficiency plays a significant role. It is crucial to determine if candidates have experience in an English-speaking environment, as it directly impacts their ability to communicate and thrive in the workplace.
Consultants may also explore whether candidates have an interest in exploring opportunities in other countries. This can provide insights into their global mindset and willingness to adapt to diverse cultures and work environments.
Package and Availability: the practical questions
In this next stage, recruitment consultants delve into crucial aspects related to the candidate’s current and expected package and availability.
Firstly, salary expectations need to be discussed to ensure alignment with the candidate’s financial goals and the company’s compensation range. Additionally, knowing the candidate’s current salary provides insights into their earning potential. Exploring any current bonuses received and their importance to the candidate allows a comprehensive understanding of their expectations and motivators.
Understanding the candidate’s current healthcare package, including coverage for family members, and any expectations they may have in this regard, helps evaluate their requirements for comprehensive healthcare benefits. Regarding retirement planning, it is essential to discuss the candidate’s current pension structure and the pension plan offered by the company. This enables a holistic understanding of their financial planning and expectations.
Elaborating on the additional perks offered by the client company beyond basic compensation and benefits provides insights into the candidate’s preferences and the value they place on such offerings. Exploring the number of paid time off days, or holidays, ensures a clear understanding of the candidate’s work-life balance priorities.
Knowing the candidate’s notice period and their availability to start a new role is crucial for coordinating the recruitment process and assessing their timeline for transitioning to a new position. If the candidate is on a contract, clarifying the end date of their contract provides a comprehensive understanding of their availability and potential restrictions.
For candidates requiring a visa to work in the country, it is important to inquire about their visa status and whether they possess the necessary permits. This ensures compliance with legal requirements and helps plan for any visa-related processes.
Candidate engagement: Insights for successful recruitment
Consultants must gather information about the candidate’s current situation and their involvement in other processes, as you want to ensure that when you present these candidates to hiring managers, they remain engaged throughout the entire process. Here are some key points to consider. Understanding the stage they’re at in the recruitment process with other companies provides valuable insights into their availability and helps to plan accordingly.
Knowing the locations where they are interviewing gives a glimpse into their geographic preferences and any potential competing opportunities they might be considering.
Fostering candidate connections and engagement
Consultants need to take proactive steps to engage with the candidate and streamline the hiring journey. Consider inviting the candidate in the next upcoming days for a face-to-face meeting over coffee. This personal interaction helps establish rapport and gain deeper insights into their personality. Emphasise your practice of meeting candidates in person to better understand them and effectively represent their interests to clients. This demonstrates your commitment to providing top-notch representation. Extend an invitation to connect on LinkedIn, fostering a professional network and allowing for ongoing engagement and updates.
Share the job description, specifications, and benefits with the candidate, ensuring they have a comprehensive understanding of the role and its associated perks. If necessary, collaborate with colleagues by sharing the candidate’s CV, fostering a collective understanding of their qualifications and potential fit within the client organisation.
Finally, ensure you update the Applicant Tracking System (ATS) with the candidate’s details. This ensures that even if the current placement is unsuccessful, their information is readily available for future opportunities. With Squire, the hassle of updating the ATS and recording interview notes is automated, allowing for seamless workflow and immediate gratification in future placements.
Conclusion
Streamline your recruitment process and unlock your potential with our curated interview structure! Integrated into our AI-powered conversation intelligence solution, Squire guides recruiters through every stage of the interview process with precision and efficiency. From ice-breaking and gathering insights to mapping out relevant experience, navigating location factors, and addressing package and availability, Squire provides a curated set of questions that ensure thorough evaluations and successful candidate connections. Revolutionise your recruitment efforts with us today!
We hope that you found this blog post useful! Do not hesitate to follow us, so you won’t miss interesting stories in the future either. This article was provided by Melinda Havas. Rory O’Doherty & Srijan Roy revised the content.
