What You Should Know about Every Single Candidate

What You Should Know About Every Single Candidate

When you interview a job candidate, you are fulfilling one of the most important responsibilities of your own role: helping to select new employees, working to secure the future of your business, and avoiding costly hiring mistakes. The more you can learn about every individual you interview, the better. Get to know each candidate and understand what they’re looking for, along with their qualifications. This way, you add optimal value to your hiring process.

Key Considerations

Deep dive into the following areas as you do due diligence to your candidate meetings:

  • Compensation requirements.
    Understand how a candidate’s current compensation is structured. Compile a complete list of current benefits, as well as salary. Also, find out when the candidate is up for their next review, as this could change their cash compensation picture.
  • The position differential.
    Most people don’t change jobs just for the sake of change. They do so because certain key elements are missing from their current situation, and they feel they can find them elsewhere. This disparity is known as the position differential. Define what it means in the eyes of a candidate, and determine whether you can alleviate their pain points. If so, you can develop a feasible capture strategy when it comes time to close the deal.
  • Time and ease of commuting.
    More and more, this is becoming a key quality-of-life issue. Discussing it with candidates is important. If the commute to your site will be easier for them than what they currently deal with, bring it up and see how they respond.
  • Work style.
    Some people work best if left alone, while others thrive as part of a team. Will the candidate you’re interviewing mesh well with your company’s work environment?
  • Overall strengths and weaknesses.
    Get a good understanding of an individual’s strong points and limitations. Hint: Ask them which functions they do not enjoy performing. People are seldom good at things they don’t like.
  • What they want.
    Use open-ended questions to find out exactly what a candidate is looking for in a new job. Deep dive until you’re satisfied with their response.
  • Other potential offers.
    Is the candidate interviewing elsewhere? For instance, if they are talking to three companies and the other two have pending offers, then this is absolute “need to know now” information.
  • Ability to do the job.
    This seems like a no-brainer, but remember the bottom line. You should be able to leave an interview with a firm opinion about a person’s ability to perform the functions of the position. Base your opinion on specific examples and numbers obtained during the interview – not just on your gut feeling.

At CPS Recruitment®, we understand the unique recruitment challenges you face. Put our proven track record to work for you when it comes to temporary or full-time staffing strategies. Contact us today for more information.




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