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In this section we are not aiming to teach granny to suck eggs. We are however trying to get you to think about your approach to the interview and what you want to get out of it. With due deference to those of you experienced and trained in interviewing, there are many newly promoted Sales Managers who find themselves interviewing for the first time. Experienced Managers may also pick up tips, particularly if you do not recruit – and hence interview that often.

Some of the rules for candidates apply equally to clients:

  • Think of your attire.
  • Dress to impress. Remember, you are the visible face of your company
  • Be on time and start the interview at the appointed time
  • You are not likely to be impressed if a candidate arrives late, why should they be any less forgiving.
  • Be prepared and be professional.
  • Clear your desk completely except for CV, note pad and pen
  • Hold all phone calls and make sure you are not interrupted
  • Don't start rummaging through the papers in your in-tray looking for the CV as the candidate walks through the door.
  • Make sure the CV you have in front of you is for the candidate you are interviewing
  • Sounds simple but we have so many clients tell us they were 10-15 minutes into the interview before they realised they had the wrong persons CV
  • Plan your schedule properly
  • This is particularly relevant if interviewing a number of candidates back to back
  • Allow adequate time for the meeting to ensure neither you nor the interviewee feels rushed or pressurised.
  • Ensure you have enough time between interviews to write up notes and summaries
  • Explain at the beginning of the meeting the structure of the interview and the anticipated duration
  • Stick to your format and don't be drawn into doing all the talking
  • Stick to the time allocated.
  • Allow adequate time at the end of the meeting for Q & A
  • Explain the next stage of the selection process (you do not need to give commitment)
  • Expect to be closed – particularly if you are interviewing sales people
  • Know what you want to achieve.
  • Have specific questions, scenarios and role-plays (if appropriate) prepared.
  • Listen and take notes.
  • Do not assume that you will remember everything about every candidate you interview
  • Use equal criteria for measuring and judging candidates.
  • Unless of course you intend to recruit the person you like best – rather than the best person for the job.
  • Remember the interview is a two way process
  • Sell yourself, sell your company, sell the job.
  • Give the candidate a reason to want to come and work for you / your Company.
  • Phone the Consultant managing your account - your feedback is important to us – we will also be
  • able to provide you with similar feedback from the candidate
  • What did you like / dislike about the candidates you interviewed?
  • Could they do the job?
  • Who best fits the profile of your ideal candidate?
  • Would they fit the culture of your organisation?
  • What are your concerns/reservations about their ability to do the job?
  • What is the next stage of the process?