An interview is obviously a time for a prospective employer to assess the suitability and skills of the person they are considering hiring. To this end, it’s expected that they will ask questions about the person’s experience and skills, and try to get a sense of the person’s values and work style to see if this aligns with the organisation. Interviewees should expect to be ‘grilled’ on the experience and skills, and explain clearly why they are the best fit for the role. But….an interview is also a chance for a prospective employee to assess the company and decide if it is a fit for them. If you are a hiring manager, you need to sell your opportunity to prospective employees. Candidates, especially great ones, will often have multiple options on the table and you need to make yours stand out from the others. Here are some things to consider:

Arrive on time to the interview

Everyone is busy and many of us struggle to fit what we need to do into our day – that doesn’t mean it is OK to arrive late to an interview. If the person you are interviewing arrived 15 minutes late, you would not be impressed. So show your candidates the same level of respect. They have taken time out of their day to meet you, so be sure to stick to your scheduled time.

Be prepared to showcase what makes your company great

Candidates will want to know what makes your company a good place to work. Be prepared to tell them what you like about working there, what the values and goals of the organisation are, and a little about the organisation’s culture. Do you have Friday drinks? Perhaps a lunch time touch footy team? Or do you offer great flexibility? All of these things are important to tell a candidate, so they have a sense of the environment.

Know what success will look like in the role you are recruiting

Many candidates will want to know what success looks like in the role. You should be able to tell them the key milestones they would need to achieve in the first six months, and what the key challenges would be. If a candidate feels that the potential manager is not clear on the expectations of the role, they may be hesitant to accept a job offer. Think about what success looks like and explain this clearly.

Outline the development opportunities

Be sure to outline any potential career progression available, as well as training opportunities you can offer. It’s completely reasonable to expect a candidate to ‘earn their stripes’ before being promoted, but if there are long term opportunities for career progression, please make sure you highlight them. So, next time you are interviewing someone, have a think about why your role and company would be attractive, and showcase these elements. Of course you need to be realistic, and no role, or organisation is perfect, but by emphasising the positives you may just have a better chance of getting that stand out candidate to join you. Happy hiring!