As you continue to provide value above and beyond simply scheduling interviews, a strong way to provide that value is by conducting a comprehensive debrief of both the candidate and the client following any initial, as well as subsequent, interviews. Of course the obvious question to both sides is “do you want to hire the candidate” or “do you want to go to work for the client” – but cutting straight to the chase will not arm you with the information you need to continue to craft your professional recommendations for either party. What this knowledge allows you to do is be a participant in this process as opposed to being a spectator. If you don’t take the time to thoroughly debrief both the candidate and the client, you are missing the opportunity to continue to build trust, rapport, and ultimately arm yourself with the proper information to truly play a consultative role in the debrief and closing of the placement process.
Best case scenario is that both parties absolutely loved one another and neither has any further questions or concerns! Realistically, there are going to be additional steps and areas that one or both sides need assistance with in order to make a final decision. Remove the fee from the equation, remove the excitement of closing a deal, and remember that this is a big decision for both sides and you should accurately try to help both assess if this is the right move for both parties.
Candidate Interview Debrief – Learn more.
Keep in mind that this is a serious life choice that is being made by the candidate; this is how a candidate provides for himself, for his family, how he identifies his contribution to the world, and his sense of security. Take the time to not only help the candidate decide if this is the right next step, but to truly understand if this is indeed a good fit between a square peg and a square hole.
That being said, of course we would love for there to be a square peg and square hole, and the purpose of a strong interview debrief conversation will help understand how to best move forward to make that happen. Schedule pre-set and exact times in which to conduct both debriefs, whether it’s immediately after the interview concludes, or that evening, or a specific time the following day. Inform the candidate to call you immediately following the interview, and share with them that you (for example) have a debrief call scheduled for the following morning at 9am with the client. If you don’t hear from the candidate by that time, you’ll have no feedback to give the client and that surely will not send the right message about their ability to follow through or level of interest.
Client Interview Debrief – Learn more.
