{"id":3449,"date":"2019-01-11T10:00:00","date_gmt":"2019-01-11T11:00:00","guid":{"rendered":"https:\/\/sonusbenefits.com\/prepping-for-job-interviews-its-not-just-for-candidates-what-employers-need-to-know-2\/"},"modified":"2019-08-15T02:01:03","modified_gmt":"2019-08-15T02:01:03","slug":"prepping-for-job-interviews-its-not-just-for-candidates-what-employers-need-to-know-2","status":"publish","type":"post","link":"https:\/\/sonusbenefits.com\/prepping-for-job-interviews-its-not-just-for-candidates-what-employers-need-to-know-2\/","title":{"rendered":"Prepping for Job Interviews \u2013 It\u2019s Not Just for Candidates! What Employers Need to Know"},"content":{"rendered":"

Job seekers spend a lot of time preparing for interviews. Unfortunately, those on the other side of the desk often forget to take this key step.<\/span><\/p>\n

From an HR and business perspective, an investment in preparation before<\/em> the interview can have a huge ROI. Not only will it save you time in the long run, it’s critical to the success of your talent search.<\/p>\n<\/p>\n

What (or who) are you looking for?<\/h3>\n

When a vacancy is created, too many companies blindly set out to find an exact replica of the person whose shoes they are trying to fill.<\/p>\n

Sheila did this and this and this. We need to find someone just like her.<\/em><\/p>\n

Bob was a real go-getter. We’d better look for someone just like him<\/em>.<\/p>\n

But does this even make sense? A better way to approach this is to ask some important questions about the role that needs to be filled and how it might be improved to help with company goals, internal processes, recruitment and retention.<\/p>\n

What does Sheila’s position look like currently? Does this seem like the best set of tasks moving forward? Is there potential to make this position more efficient? More appealing? More career focused?<\/em><\/p>\n

What expectations do we have for this position? Do these metrics still seem appropriate? Was Bob’s outgoing nature suited to the role he was performing? Or could it have contributed to his departure? <\/em><\/p>\n

Finding the right person for a position requires being clear about what the position is.<\/span><\/p>\n

What do you actually need this person to do? Is a part-time or full-time gig? Is there potential for career development in this role? Where does this job fit within the big picture company vision? How will this role contribute to the success of the company— and the individual who takes it on?<\/p>\n

Just because you’ve been doing something one way for a long time doesn’t mean you need to continue along the same track. Think of your open positions not just as opportunities for employment, but as opportunities for your business to refresh, streamline, and innovate. Evaluate the job description as it stands and create the position it needs to be moving forward. Then, define the skills and attributes you’re looking for in an ideal candidate.<\/p>\n

Questions to ask during this process:<\/p>\n