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The interview is a turning point where opportunities, both good and negative, are created.
The development of an organization and a profession depends on a straightforward act of connection and communication. When we look exponentially into the future of a business, the loss of potential growth that results from not giving the interview the necessary thought each and every time it is executed can be colossal.
These are just a few reminders of what we want to accomplish when interacting with potential team members now that we are focused on this dynamic tool of introduction and assessment.
Decisiveness and faith in the process
We have been in the insurance recruitment business for decades, and our perspectives have allowed us to counsel on the faults and strengths of hiring processes across this industry. Hiring managers must have faith in their own procedures, streamline the participation of other corporate decision-makers, and concentrate on meeting, evaluating, and obtaining the experts who are best suited for their business. A team may suffer if a decision is made poorly, but failing to make a choice can be just as bad.
Be curious
The availability of people with the necessary skill sets to perform specialized employment fluctuates along with the job market. Compensation will be considered in the later phases of the interview process, and you should be prepared to make an offer that corresponds to the most recent reality of that candidate’s market value. Never assume you can assess the worth of a skill.
Be kind
You’re conversing with a person. Not a number, an expertise, a resume, or a source of income. They are all of those things, yes, but humans are also more than the sum of their parts and deserve to be treated with respect. You are having interactions with applicants who come from various situations and backgrounds, including people who could have been harmed by layoffs and downsizing. A change of pace that attracts a high-value passive or active candidate to your company may be as simple as getting to know them, engaging in natural conversation, and clearly explaining what is happening in your organization.
Be considerate
Ask your candidates what times fit their schedules and their preferred timings. I’m busy. You’re occupied. Everyone is working. Manage the scheduling and administration of the interview process with flexibility that conveys this fundamental understanding of time constraints. It will have an impact on the future. A candidate will anticipate your actions during the procedure in their future workplace. Such atmosphere ought to be characterized by comprehension and a lack of authoritarianism.
Be honest
Although being open and truthful with new hires must be a constant and mandatory norm, I realize that transparency is a trendy word. Anything you promise, you should be able to deliver upon and exceed. Please let them know if you can’t. Unreliable communication and consistently broken promises are the fastest routes to high turnover. Teamwork is maintained via trust.
At DDHQ, in order to establish trust and form the groundwork for a strong connection beginning with the interview, we work with both our clients and applicants to make sure that both parties have an accurate perception of one another.
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