The Power of Interview Preparation: Article by Bill Radin

Tips for Recruiters
Table of Contents
Twelve fact-filled articles about candidates, employers, and key elements of the placement process

1. Recruiters Add Value, Not Redundancy
Is candidate "ownership" your only claim to fame? If so, extinction is a distinct possibility

2. Finding the Recruiting Script That Works
How to combat the cookie-cutter approach to recruiting new candidates

3. Stimulate Candidate Referrals and Fill More Jobs
Improved relationships will increase the flow of candidates

4. How to Expand the Supply of High-Quality Candidates
Thirteen additional sources of new referrals

5. Intelligent Internet Recruiting
How to convert raw data into interviews and placements

6. Storyboard Your Recruiting Script
How to create a sense of excitement and urgency when you talk to candidates

7. The Power of Interview Preparation
Give your candidates the competitive edge when interviewing for your jobs

8. Candidate Control: The Key to Recruiting Success
Understanding your candidates' motivation for change

9. Fight the Counteroffer Bug
Find out how early detection can prevent disaster

10. You're Worth the Fees You Charge!
Why you should hold the line on search and placement fees

11. Negotiate for Higher Recruiting Fees
Increase your earnings from improved client relationships

12. Fee Negotiation Tactics
How to fight the pressure to slash your fees

[MORE Tips for Recruiters]

The Power of Job Interview Preparation
By Bill Radin

Let’s suppose you were in the market for a new home, and you were shown a house for sale that was disheveled, poorly-lit, and overrun by cockroaches.

Would the condition of the property affect your willingness to buy? Of course. That’s why competent listing agents always prep their clients’ houses before they’re shown. They know that a clean, cheery home with attractive furnishings and a manicured lawn will sell. And they know that a carefully prepped property is a reflection of an agent’s professionalism and attention to detail.

What’s this got to do with our business? Well, you’d be surprised how much money we lose by arranging interviews for candidates who are ill-prepared, poorly dressed, and lacking in the basic interviewing skills required to compete in a tight employment market.

In our daily activities on a desk, we’re so busy marketing our service and digging for new referrals that we sometimes forget that it’s the successful interview that ultimately pays the rent. All too often, candidate preparation gets put on the back burner. I’ve found that I can increase my sendout-to-placement ratio by making certain my candidates are well prepared prior to their interviews. To do so means taking the necessary time to help them understand the fundamentals of a successful interview.

In addition, I ask my candidates to read two of the Career Development Reports I’ve written, entitled “Seven Keys to Interview Preparation” and “How to Master the Art of Interviewing.” These 2,000-word essays reinforce the messages I’ve communicated with them verbally, and at the same time enhance my credibility and professional image, since people generally respect the authority of the printed word. Here’s an excerpt from the Reports, as told to the candidate:

Fundamentals of a Successful Interview
To a large degree, the success of your interview will depend on your ability to discover needs and empathize with the interviewer. You can do this by asking questions that verify your understanding of what the interviewer has just told you, without editorializing, or expressing an opinion. By establishing empathy in this manner, you’ll be in a better position to freely exchange ideas, and demonstrate your suitability for the job.

In addition to establishing empathy, there are four intangible fundamentals to a successful interview. These intangibles will influence the way your personality is perceived, and will affect the degree of rapport, or personal chemistry you’ll share with the employer.

[1] Enthusiasm. Leave no doubt as to your level of interest in the job. You may think it’s unnecessary to do this, but employers often choose the more enthusiastic candidate in the case of a two-way tie. Besides, it’s best to keep your options open -- wouldn’t you rather be in a position to turn down an offer, than have a prospective job evaporate from your grasp by giving a lethargic interview?

[2] Technical interest. Employers look for people who love what they do; people who get excited by the prospect of tearing into the nitty-gritty of the job.

[3] Confidence. No one likes a braggart, but the candidate who’s sure of his or her abilities will almost certainly be more favorably received.

[4] Intensity. The last thing you want to do is come across as “flat” in your interview. There’s nothing inherently wrong with being a laid-back person; but sleepwalkers rarely get hired.

Since interviewing also involves the exchange of tangible information, make sure to:

• Present your background in a thorough and accurate manner;
• Gather data concerning the company, the industry and the position;
• Link your abilities with the company needs in the mind of the employer; and
• Build a strong case for why the company should hire you, based on the discoveries you make from building rapport and asking the right questions.

Both for your sake and the employer’s, try not to leave an interview without exchanging fundamental information. The more you know about each other, the more potential you’ll have for establishing rapport, and making an informed decision.

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