Strategies after the Interview
14. After the
interview ask the candidate to follow up after a few days. This is
a good opportunity to test how professional the candidate is. At
the same time this is a good test for how interested the candidate
is in your job opening. Many candidates won’t call back because
they are not really interested in the position. This is a good
step for you for additional candidate screening step which is very
helpful and important.
15. Give a simple relevant task to the candidate such as
reviewing non-confidential project assignment or opportunity
relevant to this position. Ask the candidate to evaluate the
issues and opportunities based on the information available and
see how the candidate thinks, how confident he is with his answers
and how fast he is able to think about critical issues.
16. Be honest and talk about potential issues with this job
opening including workload, potential team issues, risk, etc. This
is an important step for the candidate to get the real picture of
these job requirements. In many cases this approach communicates
better than the official job description and the requirements.
17. Be honest with yourself and ask yourself - If this was my
organization would I hire this candidate? Would this person really
be able to contribute to the organizational success?
Strategies - Checking References
18. Call the candidate references for a check. Try to talk to
as many references as possible.
19. Do a quick research on the candidate. Simple internet
research can reveal important information regarding additional
aspects for the candidate. Use search engines and social media to
search for the candidate.
20. For top positions and critical job openings you and your
team can easily identify industry peers who know the candidate.
Talk to them to learn more about the candidate. This is a way to
learn additional information as well as a reference checklist for