The interview process is a critical element in locating and acquiring the necessary talent to build a championship team.
There is a secondary aspect of the interview process that organizations and leaders sometimes overlook. Not only are you interviewing the candidate and potential team member, they are conducting their own interview.
Whether the interview candidates are offered the position or not they are forming an opinion of you as a leader, your organization, your staff, your commitment to winning, as well as your facilities. Many organizations and leaders have fumbled the ball in this area.
Not only should you be looking for the best fit for your organization to help pave the way to a championship, but you are conducting a public relations campaign and marketing strategy to promote your team and organization. Leave all candidates with the feeling they would be honored to be part of your organization. Those candidates you did not choose (if they were treated correctly) will look for a future opportunity to fit on your team and will tell other peers what a committed, first-class organization you are – one destined for success.
So many leaders have candidates exit the process with a feeling of your arrogance, callousness, and overall sterile environment. This day and age has lost the simplest class act of at least informing all candidates of their decision. The norm is the only person who receives communication is the candidate who is hired.
As you conduct your interview in a first class, upbeat manner you are also doing the best job possible to ensure the candidate you wish to bring aboard will accept the position and be excited to do so.
Think of the interview process as not only acquiring top talent, but a promotional opportunity for the organization to help you acquire future talent!