Critical Points After the Interview

Posted on May 14, 2015 by admin in recruiting

In addition to a thorough interview debrief where you ask good questions to ascertain the interest level of both parties, pay attention to: Interview

1.  After the interview, who called whom?  I recommend telling candidates: “Let’s touch base later in the afternoon after the interview. That’s because I want to hear your perspective first before I talk to my client, so I can find out if you felt they had concerns and see how you want to proceed. Make sure you take my cell number with you to the interview so we can talk afterward.” Always give people a reason why they should comply to your requests. Don’t just say “call me back”. Tell them why.

2. How quickly did they respond? If the candidate/client didn’t call you and you have to reach out to them, how quickly do they return your call?  Is it just a few minutes or hours? Or do you have to leave another message two days later just to get feedback?  If it’s the latter, then you have some serious concerns to deal with.  If it’s a deviation from their normal ‘call back’ pattern, then this is a clear indication that something has changed in the process. Maybe they are considering a counteroffer or have received another call from a competitor about an opportunity. Or maybe they are dodging you because they like you and they don’t want to hurt your feelings by telling you that they aren’t interested in the job. Or maybe they were in a car accident and are in the hospital. You don’t know for sure and you shouldn’t make assumptions. But what you do know is that you have given clear direction to someone who just went on an interview and they are not complying with the ground rules that you hopefully laid out earlier in the process. You can’t and shouldn’t jump to conclusions. Keep an open mind to what’s going on. But know that you have reasons to be cautious and concerned until you get more information that tells you how to steer the direction of your deal.

3.  Hesitations.  Listen for any hesitations when you ask questions, especially for those regarding the candidate’s interest level. Clearing of the throat before answering questions is a sign of nervousness. Pauses that are longer than normal could either be someone who is thoughtful about how they are communicating or are nervous. Don’t jump to conclusions but take in all the sensory data and keep it in your brain reservoir until more information further down the deal gives you insight into what is going on in someone’s head.

4. Where do we go from here?  A good gut check question is this: “Based upon the meeting, what would your interest level be on a scale of one to ten, ten meaning you are most interested?”