Decision and Job Offer
Assessing Candidates after Interview
There are a few things to think about when assessing candidates and a few traps to avoid as well. You are not looking for the most likeable candidate or the most gregarious, or even the one that will fit best with the rest of the team.
These are all secondary considerations. You are looking for the person who is most appropriate for the job that you are recruiting for.
So here are some areas to look at:
How relevant is their experience to the role. Their past performance is usually a good indicator of what they will be capable of in the future. Are they good at solving problems? Have they instigated change in previous roles? Are they creative in their approach to work?
Education, Training and Intelligence
Have they kept their skills up to date through training? Is there education and training relevant to the role? How well did they answer your questions, were their answers relevant? Did they ask relevant questions?
How hard working are they. Do they readily accept responsibility? Has their career progressed?
Did they come across as open and confident at interview or did they seem guarded in their answers? Were they easy to talk to and get on with? How relaxed were they at interview? Did they maintain eye contact?
Ambition / Motivation
What ambitions did they state at interview and will you be able to fulfil their ambitions? Are they realistic? How well prepared were they for interview? With easy access to the internet most candidates should be able to research your company and find out all about you.
When you are making your decision try to make it based on facts and avoid being influenced by things like “first impressions”. It is widely accepted that interviewers make up their minds about candidates within the first couple of minutes of an interview.
Try to be more considered in your opinions as these “gut instincts” are not based on fact, simply perception.
Making a Job Offer
How to make a job offer to maximise success
Once you have decided on which candidate to offer the position to there are a few simple guidelines to follow.
Don’t offer the position at interview.
This can come across as desperate or unprofessional. It is always worth taking the time to consider your decision as well. This helps to make sure that you are recruiting the best candidate based on the facts and not on gut instinct.
Don’t delay too long.
You will almost inevitably be in competition with other employers for top quality candidates.
Make the offer by phone, email and mail.
Email is a useful tool for getting an offer letter in front of a candidate quickly. Giving a sense of urgency at this stage helps to reinforce that you want this candidate on board. Also put a time scale on the offer letting them know when you expect to hear back from them. Follow up by letter.
It is reasonable to allow some time for the candidate to think things over…..but not too long. If you have done the recruitment process correctly they should be as convinced as you that this is the right move for them.
Confirm the next step. Possible Medical, references, when is their start date, who do they report to and what induction they will receive.
Keep in touch throughout their notice period. For some positions this may be as long as three months. Invite them in to meet the team, invite them to a social event. Let them know that you are keen for them to join your company.