The recruiter’s role doesn’t start and end with finding the right candidates and sending them to employers. They are also responsible for preparing applicants for the job interview. An agency’s success is based on getting someone hired, after all. Although a candidate’s qualifications have already been established through recruitment software, some could still fail during the interview phase.

 

For this reason, it is your duty to get them ready for this crucial stage of the hiring process. What do you need to do?

 

Provide useful pointers

Whatever happens during an interview is beyond your control, but a candidate can set the pace and direct the situation to a favourable outcome with the right preparation. While there are plenty of things that matter, focus on the most important aspects.

 

• Show genuine enthusiasm. Employers and HR personnel will know if a candidate is interested about a position through the way they respond to questions or made an effort to know a company. Looking just a bit enthused won’t cut it, but neither will desperation. Applicants should convey excitement and a sense of urgency.

 

• Research about a company. By understanding the type of business a firm runs, a candidate can easily match his qualifications with that of the job requirement. Although this is something you can easily do using staffing software, candidates don’t have access to similar tools. So make sure they know about a company before an interview.

 

• Sell strengths and weaknesses. Teach applicants the right way to showcase their strong points without coming out too cocky, and to sell their weaknesses in such a way that they come out positive. There are tips and tricks that can make a flaw seem advantageous. Being restless, for instance, may be perceived as negative since an applicant may not stay long enough on the job, but it can also mean unwilling to stop until work gets done. 

 

Apart from these, you should also inform them about what to avoid discussing during an interview, especially the salary, unless the interviewer initiates it. Most importantly, do a practice interview to test how ready they are. This may not be part of your primary function, but it can be beneficial to you and the candidate. Going beyond the recruitment manager software to help applicants land a job can prove very rewarding.  Website - http://www.applicantextra.com/