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Pointers for Interviewing Top Talent
By Jodi Standke
The Goals of the Interviewer
Gather enough information to properly evaluate the technical and interpersonal skills of the candidate to determine if he or she will be able to perform successfully in their position.
Effectively promote the organization in order to attract the best possible candidate for the position. The interviewer’s role in best presenting his or her organization to strong candidates is particularly crucial.
Based on the experiences of Talon and feedback we receive from the candidates
we represent, here are some pointers that we hope can help your organization when interviewing experienced candidates.
Prior to the Interview
Establish an interview team. The team should consist of key stakeholders involved with the success or failure of the position. One person should be selected as the cham- pion for the candidate – the person who is there to ask and answer questions for the candidate throughout the interview pro- cess. It is advantageous to select those in- dividuals who have both the time and the
desire to conduct an interview as well as the ability to accurately and enthusiastically present the organization’s true culture and differentiators.
Set the Interviewers up for Success
Provide interviewers with a description of the position and the qualities you are seeking in a hire. In order to choose the best candidate for the job, the interviewer needs to have a clear definition of the position the organization is seeking to fill. This includes information on the technical skill being
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