Selling Your Prospects on Your Company

Typically during the interview process the candidate is trying to sell himself or herself to the interviewer; they want to be the one selected to be hired. However this is also the time the interviewer wants to sell the hiring opportunity to the candidate. Basically you want the candidate to know you are interested in their talent and match for a position without making it blatantly obvious. You want to keep your interest subtle since the final decision to select that candidate hasn’t been determined, yet you don’t want that candidate to think that you’re not interested. So you’ve got a delicate balance between keeping the candidate ‘warm’ without committing your decision to hire.

The best way to do this is during the interview by appropriately injecting positive comments about your company. As you begin to uncover positive candidate characteristics it’s beneficial to relate those awareness’s to the job requirements.

You want the candidate to realize why this employment opportunity is a good match for them.

There is a tendency for interviewers to talk less and ask more when they are not interested in a candidate. The reverse holds true also that an interviewer will talk more when they are interested in a candidate. Often times interviewers can make a critical mistake of trying to ‘over sell’ the opportunity and making it more than obvious that they want to hire the candidate. This can actually work against the interviewer by making the candidate think there must be something not quite right if the interviewer is trying to reel in the candidate like a fish on a hook.

Candidates with confidence will tend to be optimistic about the results of the interview. Note that I didn’t differentiate between qualified and non-qualified candidates. You can have a non-qualified candidate with confidence and some might define them as clueless.

Those folks are in for a reality check when they receive turndown correspondence. However, highly regarded candidates will ‘pick up’ on the positive comments during the interview.

It’s always important to follow-up with all candidates in a timely manner with a little extra emphasis on the candidates you plan to extend offers for positions.