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O P I N I O N
Don’t waste time (or money) Sell your firm to recruits, don’t overburden them with a marathon interview process, and cover yourself if a candidate pulls a fast one.
I recently finished a webinar series called Becoming a Better Recruiter. It helps design firms implement and manage the recruitment and retention process more efficiently. Our goal is to help companies avoid making mistakes in the talent acquisition process. Folks, the webinar is needed. I see the same missteps time and again. While I don’t have enough space in this article to go over every one of them, I wanted to recommend a few moves you can make to improve your results in the interview and offer stage.
Randy Wilburn
a potential client with which you are having a business development meeting. You should be selling your culture, your projects, and the “I see the same missteps time and again. While I don’t have enough space in this article to go over every one of them, I wanted to recommend a few steps you can take to improve your results in the interview and offer stage.”
When it comes to interviewing candidates, you need to determine early in the process if they are active or passive. There is a difference. Active candidates may have applied through your career portal on your website, or they could be a referral from a current employee. If they have a desire to work with your organization, your approach to them during the interview process may be a little different than how you approach a passive candidate who is not actively looking and may be referred to your company by a recruiter. Your goal in the interview process is to sell your firm every chance you can get. If you take the posture that you are doing the candidate a favor by meeting with and talking to them, you’ve already lost. Treat these candidates the same way you would
See RANDY WILBURN, page 4
THE ZWEIG LETTER March 13, 2017, ISSUE 1191
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