Preparing a hiring manager for an interview may be one of the most commonly skipped steps in the placement process. This omission may be due to an assumption that hiring managers interview people constantly and certainly know what they are doing, or because we are worried about offending the hiring manager by giving them suggestions as to how to do their job. Skipping this step in the placement process skips an opportunity to be viewed as a true partner by your hiring managers and clients. Remember to reiterate what the value is to the hiring manager for taking the time to engage in the prep conversation!
If you are working with a passive candidate pool, make sure that clients understand that passive candidates need to be sold just as much as screened. If an initial interview is structured as purely a way to see if a candidate fits with the company without giving any highlights of how this candidate could achieve next steps by joining the firm, the hiring manager will likely insufficiently attract that passive individual. In addition, we want to share with the hiring manager exactly why this individual is interested in a discussion with their organization, as well as why the candidate is interested in speaking with their company as opposed to anyone else. It is also important to remind the hiring manager of any concerns the candidate has, and allow your hiring manager to address them, either openly or candidly, throughout the interview.
Set the expectations for next steps following the interview, even if it will be a lengthy process. Remember that there are only two objectives of an interview – for both parties to decide if they want the job or the candidate, and for both parties to have the other party wanting to hire them or work at the organization. The purpose of conducting a strong interview prep for both parties is to maximize the odds of successfully having both parties accomplish both objectives.
Documents
Script for Client Interview Preparation
Interview Preparation Packet
Effective Interview Questioning
Behavioral Interviewing by Margaret Graziano
Competency-Based Interviewing Questionnaire by Terry Petra
Videos
Big Biller Scott Love illustrates how adding an advisory element to your search practice separates him from his competitors: how to take a consultative approach during client interview preparation calls.
This clip from the Foundation Training Program emphasizes the importance of prefacing the client interview prep conversation in a way that makes even the most experienced hiring manager want to take note of the insights shared by the recruiter.
It is essential to educate a client on the difference between interviewing active candidates and interviewing passive ones; this clip shares scripts designed to prepare a hiring manager to sell a candidate first, and screen second – as to not risk losing the passive candidate’s interest.
Big Biller Neil Lebovits illustrates the dynamic that people want what they perceive they can’t have: applying the concept of scarcity to client interview preparation.
A guaranteed way to lose the interest of a client is to read to them what they already read on a resume! This clip from the NLE Foundation Program shares three “why’s” that need to be addressed to give hiring managers insights they would not find on a resume, and that will help create a high-gain initial interview.
Instead of telling a hiring manager to stay away from the topic of compensation, this clip provides a script designed to educate the hiring manager as to why compensation should be avoided at this time – and why it’s in their best interest to do so.
In the recruiting process, timing is everything! This essential piece of the client interview prep will help make sure all parties have an understanding of the timing for next steps following the initial interview.
