The most valuable part of any skilled nursing facility is their employees … human capital. We also know that the best way to identify your company’s future talent is through an effective and thorough interview process. Well then why is it that most organizations are okay with a sub-par process and interviews that are “good enough?”
Perhaps it’s because everyone is so busy that they don’t feel they have time to prepare, or because there is a mentality of the candidate being responsible to “wow” the interviewer. The reality is that the company is being evaluated by the candidate just as much as the candidate is being evaluated by the company.
The Top 5 Traits of a Master Interviewer:
- They know what they are looking for:
Just because you know the position title and you are looking at a job description, does not mean you know what you are really looking for. In advance of the interview, it is crucial to clarify the job functions and desired output from this new hire, which will determine success for this role.
You want to converse with colleagues and other company leaders to ensure that you are all on the same page regarding the job description for this position and how it will serve and benefit the organization. Do not make assumptions about what someone else’s perceptions are. Just because you and your counterpart agree you need a new “Receptionist” does not mean you know exactly what that means; not to be cliché, but the devil is in the details.
- They PREPARE:
Take time to review the resume of the candidate prior to meeting them. It is important to thoroughly look through the resume and highlight areas of intrigue or concern. You can then develop a series of specific questions based on the details contained in their information.
Take the time to prepare the staff and others at the facility, so that the candidate can have a positive, welcoming experience. Prepare your meeting space and ensure it is clean and comfortable. When interviewing a candidate, you are hosting them, so be a host.
Don’t forget to research your candidate, much like the candidate should research the company. With today’s technology, information is at your fingertips.
- They prep the candidate:
Keep in mind that the candidate is evaluating your opportunity and your company from the moment they receive their first call from you. Their impression starts immediately. No one likes surprises and everyone can appreciate a company and a person who has their act together. Ensure that the candidate has all of the necessary information about their meeting. Send an email, Providing them with arrival instructions & a contact # in the event of a last minute need. Also, make sure you ask them to email back to confirm receipt. Just because you send an email, doesn’t mean it was received.
Think Red Carpet treatment from the very beginning!
- They get ready for a good conversation:
Most perceive an interview to be a line-up of question after question after question. Then at the end, the interviewer asks the candidate if they have any questions. There is nothing fluid about that style. It creates an un-easy, nervous interaction. Instead, be comfortable! Remember the interview is a meeting. Focus on a conversation. You know the ground you want to cover and the areas you are preparing to inquire about, so now have a conversation. Allow the candidate to talk and then you can learn to ask questions based off of their responses, rather than jumping to the next question on your list. When the candidate is relaxed, you will get a clearer glimpse into who they are and you will be able to feel their energy. In addition, when people are relaxed, they share … they talk … they open up. Aha!
- They provide next step expectations to each candidate and FOLLOW THROUGH:
Upon completion of your meeting, you should always advise the candidate of the next steps. And extra bonus tip … walk them out! Provide your contact information should they have thoughts or questions afterwards (which often happens).
Everyone wants to know what they can expect next, it is just human nature. If something changes, contact them as soon as possible, as a courtesy to the candidate. Not only does that provide them with clarity, it continues to bode well for the image and reputation of your organization.
Always close the loop. Even if the call is to say that you have chosen someone else, call. Don’t email, don’t text, don’t LinkedIn message them, CALL! They are a person, you are a person. Every person likes to know where they stand and have closure.
By adopting these positive habits as your own you will always create a positive meeting experience for you and for the candidate. Whether the end result is an immediate hire, a future hire for a different role or simply a meeting between people, these habits will always create a feel-good experience and an extremely positive, professional impression of your organization.