The 5 steps of a successful recruitment interview
Your business is developing and, of course, you must consolidate your sales force. You are about to organise recruitment interviews. Wait a minute! Have you prepared them properly? Let us review the 5 steps prior to meeting the applicants.
Step one: identify the ideal profile
When you intend to recruit a sales person, you receive dozens of applications. . Different profiles, with various strengths and weaknesses, in line or not with the demands of the proposed job!
That is why, before meeting the applicants, we advise you to review the “ideal recruit”. What should be his/her experiences? Where should s/he have worked? Which software should s/he be familiar with? What contacts should s/he have? By answering these questions once more you can refocus on the essential abilities of the person who will join your sales force.
Step two: make employment conditions clear
There should be no ambiguities during interviews. Applicants should know whether they apply for a fixed-term, indefinite, full-time or part-time individual labour contract — which they learn, in principle, by reading the advertisement. Check to see whether these main issues issues have been validated by the human resources department of the company.
Do not overlook the «“side aspects”»: position, salary, benefits in kind, interests … Applicants will surely ask about such specific aspects. You cannot choose not to answer!
Step three: arrange the applications in order
Errors occur all the time: you must know the profiles of the applicants you are to receive and avoid mistakes as to their career — therefore, no “so you worked for Herta for two years and … oh no, sorry, it was someone else”.
Read the resumes and the letters of intent again right before meeting the applicants. Underline or note the passages that you are interested in or that intrigue you. In short, do your best not to waste time looking for the right information during interviews.
Step four: draft an interview plan
Obviously, all recruitment agents have in mind a set of issues to be tackled during an interview. However, it is important to formalise it. The risk for not doing so? You forget an essential aspect and force the applicant to come again.
Therefore, identify important issues to be mentioned during the interviews. Put down some questions and tick them along the interview!
Step five: set rules
When you have a clear head, you think that you may need at least two interviews or a week to choose the ideal applicant? But when you are off the top of your head, you must act upon it too! When facing a potential recruit who knows how to sell him/herself — all the more so in the case of a salesperson —you may be tempted to wish him/her “welcome to our company” and regret it hours later.
Bear in mind the rules set. Do not let yourself get carried away!
Therefore, it is important to think ahead. After all, an interview takes as much effort from the applicants as from the recruitment agents!