Manag­ing the in­ter­view process

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ARE you los­ing great can­di­dates at in­ter­view stage? The process of in­ter­view­ing for a new role is both a strate­gic and emo­tive process for the can­di­date. This can be a time of mixed emo­tions – leav­ing a com­pany where they are in their com­fort zone. Mov­ing to a new busi­ness – will the cul­ture be right and of­fer on­go­ing ca­reer ad­vance­ment. It is im­per­a­tive that the mo­men­tum of the in­ter­view process is main­tained and com­mu­ni­ca­tion lines are kept open. We hear too of­ten that a can­di­date may at­tend the 1st in­ter­view be con­tacted 2 to 3 weeks later and in­vited back for a 2nd in­ter­view. By this time the can­di­date has ap­plied and in­ter­viewed with other busi­nesses and po­ten­tially has re­ceived a much more timely re­sponse. The can­di­date will form an im­pres­sion of the busi­ness through the in­ter­view process and ac­cept a po­si­tion ac­cord­ingly. How does your in­ter­view process re­flect your busi­ness im­age? Each month Se­nior Ac­count Man­ager Pe­ter Jack­son of in­Place Re­cruit­ment, shares his ob­ser­va­tions from a re­cruiter’s per­spec­tive to help job seek­ers and em­ploy­ers find the per­fect fit. Pe­ter has over 12 years’ re­cruit­ment ex­pe­ri­ence in the event and hospi­tal­ity in­dus­try.

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