Simon Gressier, consultant for accounting and finance at People2People has noted that it's not just candidates who need to perform well at job interviews. In a recent blog he noted that the interview also enable candidate to assess the performance of hiring managers. “Is the hiring manager a person they would want to work with?” he asks, "Is the hiring organisation a place where the candidate would want to spend the majority of their time?”
According to Gressier the assessment process starts from the moment the candidate walks into the building, from meeting the receptionist through to waiting in the reception area; to being met by the hiring manager or HR. If there is no one at reception to greet the candidate, do other employees walking past the waiting candidate ask if they are being looked after and require assistance?
“Does the hiring manager meet the candidate at the agreed upon time or are they kept waiting?” Asks Gressier. “A candidate’s time is important too. If kept waiting, is an apology offered?"
Gressier also notes that the hiring manager needs to be well prepared and demonstrate that they are well researched. Suitable selling points of the organisation and the job should be presented - “It shouldn’t just be the candidates doing the selling,” he says.
If these questions are not addressed satisfactorily, candidates quite rightly will started asking themselves if they want to join this type of organisation and accept a job offer says Gressier.
Ultimately, interviews are a two way street, and those who conduct Tham should make sure they aren’t going against the traffic!