Below you'll find our guide to interviewing your candidates and maximizing your chances of placement on Hunteed.
Before the interview
To prepare for your interview, don't hesitate to find out more about the company (on Hunteed, in the Background tab, but also directly on the company website, in professional media articles, Welcome to theJungle etc.).
During the interview
Remember to put the candidate at ease, so as to create a relationship of trust. You can start by introducing yourself and explaining how the interview will unfold: in the first part, we'll talk about the candidate and his or her career path, then go into detail about the company, the position and the process.
💡 Depending on the position, validate with the candidate the essential points related to his or her job:
- Exact data.
- Sales brought in, type of customer, sales cycle, number of contracts signed, for sales staff.
- Accreditations and standards for technical positions.
- Languages/stacks mastered for developers.
- Negotiation scope, purchasing volume, examples of customers and structures for buyers.
- Portfolios for design professions.
- A typical week (to check the candidate's suitability for the job).
💡 Without these elements, the customer won't be able to make a decision, and there's a risk that he'll reject the application without paying any attention to it.
To optimize your work, feel free to link directly to the application form on Hunteed. Here is the main thread of the report:
- Hard skills*: Detail technical skills and relevant experience.
- Personality elements (soft skills) / Consultant's analysis*: Draw up an analysis of the candidate's personality elements, from your point of view, and in relation to the position.
- Candidate's motivations and expectations* : Transcribe the candidate's motivations and expectations in relation to the position and/or the company.
- Must-have points*: Defining these together with customers are must-haves without which applications cannot be accepted. In addition to validating them with candidates, remember to systematically include them in your detailed reports.
- Other important elements to validate:
- Languages (if fluent English is required, for example).
- Non-competition clauses?
- Other possibilities? Have they been put forward?
- Advance notice / availability for starting a new position, but also for interviews.
- Re-confirm the current level of remuneration in detail (fixed/variable/interest, profit-sharing), as well as salary expectations for the position in question.
- Throughout the interview, assess whether the candidate's interpersonal skills match the company's expectations (values / attitude / interpersonal skills).
After the interview
It's very important to give feedback at the end of the interview: to go back over points to be improved, to give advice on the CV, on language elements, etc. The candidate experience is very important. The candidate's experience is very important: even if he won't be recruited for the position in question, he'll be grateful and may become your ambassador or future client. If you don't think the candidate is right for the job, let them know at the end of the interview. If not, give them a clear idea of how the process will continue - how many interviews, with whom, and what the timeframe is.