5 Things to Do After the Interview

Have you ever hired someone recommended by a candidate that you turned down after the interview? Probably not.

It is our attitude towards the world and the people in it that will determine the attitude of the people towards us. It's a simple fact, most of us know him, but we tend to forget about him: people will react to us depending on our attitude. And a person's attitude is determined 100% by what he decides to do through his actions.

When we talk about the recruiter's attitude after the interview, most of us unconsciously set up a kind of conflicted relationship, or, at best, indifference to the candidates we rejected because they were not a good fit for the job or company. We don't "waste" time giving them feedback or at least sending them to look for another job.

What would it be like to try to help these people with a piece of advice, a piece of advice that makes them understand where they went wrong and what they can change in the future so that they can get better? Can you imagine how the world around us would change if we all decided to do it tomorrow?

Here are the top 5 actions you should take after the interview

• Communicate to each candidate how long the interview period is so that they understand that the lack of an answer tomorrow or in a week should not worry them, because the interviews are still going on, so you have not made a decision.

• Create two email templates. One in which you argue the refusal to take the next steps given hiring candidates who are considered 100% inappropriate, another, targeting candidates who were considered 60% inappropriate, but who were ultimately rejected, in which:

-Thank the candidate for their interest in the company and their time together. Explain what you appreciated about him in the short time spent together (it must be at least one element for each person; if you fail to identify a professional characteristic, choose one related to the punctuality with which he treated the meeting, the smile or the professional way in which he presented )

-Highlight the reason why the professional profile of the candidate does not align with that of the position.

-Request a recommendation for this job (a friend, colleague, or even family member who would have that professional profile you are looking for)

-Send this feedback to all candidates on time!

• GOLDEN RULE: Write a professional recommendation to candidates who have positively attracted your attention, but with whom you have not reached an agreement (perhaps financially, work schedule, or other reasons not related to attitude and behavior). You can do it on social media through LinkedIn or by email so that this candidate will be appreciated for the effort made to complete his career. I guarantee that this small gesture will bring you more benefits than you can imagine (including positive feedback from the candidates)

Sort all candidates' CVs after the interview into 3 categories:

• 100% inappropriate: all candidates whose attitude, behavior does not align with that of the company

• 60% inappropriate: the right ones in terms of profile, but with whom you haven't finally reached an agreement. You will want to consider them in the future.

• Accept: it is important to keep in an archive the CVs / profiles of the hired candidates precisely because they respect a certain profile of the people who work in your company, a profile that you will want to create in the future if it does not already exist.

Ultimately, recruiting means meeting people, and contributing to their development in one way or another. Within or outside the company. Those who end up working with you are just a few and will enjoy this contribution over the months, years.

Many do not get to work with you. They are the ones you interacted with only a few (tens) minutes, once or a maximum of 2–3 times. Make this interaction count and contribute to their positive development.

At the same time, these 5 tips will define you as the person and company you represent. Giving feedback and caring involves extra effort, which is why most recruiters do not and will not. This reality gives you a fantastic advantage, with guaranteed long-term benefits.

What kind of recruiter do you choose to be?