Feature simonreichwald.wordpress.com


Don’t Dance Just KIS(S)


Simon Reichwald, CEO at Bright Futures, recently commented in his blog about a graduate being asked to dance at their interview for a role at Currys. The graduate was rightly surprised by the request and felt very uncomfortable. As Simon says, while most companies want to be seen as innovative and hire fun people in customer facing roles, this is not the way to go about it…


An


interview is not supposed


to be ‘fun’, nor ‘innovative’


2. Stop obsessing about how to make interviewing ‘fun’. Candidates take their job hunting seriously and expect it to be demanding (but fair). Graduates are fully aware that the world of work is not easy and not all fun, so don’t try and pretend it is. Show them how it is, reflect the culture of your business in how you interview, be ‘positive but honest’.


for customers and your products and services? Getting good people is key for any organisation and how you engage with them before they start with you will play a key part in the calibre of those you hire.


D


An interview is not supposed to be ‘fun’, nor ‘innovative’ − these might be nice extras but the focus should be on how to identify and recruit great people. Interviewing is a two way street and no matter how tough the job market is, alienating candidates through the process risks not just losing good candidates but causing a lot of damage to your brand. (The dancing graduate in question turned down an offer for another interview with Currys and instead has recently secured his dream job following a more ‘traditional’ interview).


Companies are always looking for the next new thing, or something unique to do when interviewing, and my 20 years of experience has shown me that the companies who consistently hire great


30 Graduate Recruiter | www.agr.org.uk


ancing graduates may demonstrate confidence but will it really give you an insight into their passion


people do the ordinary extraordinarily well − they start on time, put the candidate at ease, ask relevant questions, give a real sense of the business and role (i.e. show them round, introduce them to others members of staff), and give them a chance to ask the questions they really want to ask. At the heart of attracting and hiring great people, is the ability to really ‘connect’ with your future talent.


We hear more and more about a ‘connection economy’− finding a way to make positive ‘connections’ with your applicants will enhance your brand and help you attract better talent. When you think of the money spent on attracting applications, getting the interviewing right from the candidate perspective is paramount.


Here are some of my interview tips: 1. When inviting people to interviews, give some tips and advice so they can prepare as best as possible. You should make the interview challenging but consider the experience from the candidate’s perspective, and that invitation creates an opportunity to make a positive ‘connection’ with the individual.


3. ‘To Video Interview or to not Video Interview’. Technology has driven so many changes in our sector (most of them good) and video interviewing, although still new, provides a potentially useful addition to the process, but my fear is that this will put another layer between you, the recruiter and the graduate. How you use this technology needs careful thought (see also page 10).


4. Think about how you reject applicants. Don’t just email them ‘thanks but no thanks’ and ‘wish them luck in the future’. Instead, offer them some tips or advice for their future job hunting; what they can do to help themselves become more employable. If you are going to take the time to contact them, this is another ‘moment of connection’ opportunity for your organisation and the applicant.


In summary, Keep It Simple (KIS), and if you want to be innovative in your interviewing, find ways to ‘connect’ with your applicants before, during and after the interview − far too many organisations just process them like numbers. n


The blog in full about ‘Curry’s, Dancing Graduates and How to Interview’ can be found at http://simonreichwald.wordpress.com


Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36