Ensuring candidates are prepared for Face to Face interviews. Over preparing is the only way it seems.

As a recruiter, there are several key factors to keep in mind when organising/preparing for a face-to-face interview for candidate.

Likewise, as a candidate attending an interview, whether in person or on Zoom, there are important considerations to remember.

Throughout my 25 years of experience as a Global Headhunter & Internal Recruitment Manager (within a global engineering team), I have observed that clients and hiring managers assess skills, experience, and the overall suitability of candidates based on various factors.

Some prioritise qualities like quality of skills, personality, drive, honesty, CV layout, career history, number or roles/commitment. While others place importance on a sharp suit, tie, or the act of presenting documents to demonstrate commitment and interest in the role.

While these indicators hold value, it is crucial to remember that individual elements can be overrated, leading to poor hiring decisions based on trivial factors such as appearance or presentation or any of these factors above, despite the candidate's effort in attending the interview and trying to be prepared.

Also in addition to the above, you have to consider with the big blue-chips evolving their hiring strategies since these head count reductions, some of the learning we have done from our US & West Coast recruitment, particularly in places like Seattle and Silicon Valley, there seems to be a focus on what I call the Three C's in recruitment (Creativity, Communication, Courage) This focus in this area, will drive the next generation of talent they are hiring (This always feeds down to all levels of companies globally)

1)?????Creativity – hiring the next generation to create new idea’s/products/services/solutions to give global giants the next steps forward

2)?????Communication – Able to work cohesively across a team (locally or globally or remotely)

3)?????Courage – Able to drive innovation and be able to take difficult challenges and decision but able to drive change/new innovation and ideas forward.

With this in mind, I would like to share some insights to help candidates navigate the new world of being prepared and over-prepared and drawing from the extensive recruitment experience I have accumulated over the years hopefully some nice idea's to help the next interview you have or arranging for a candidate.

Here are some basics of over-preparing your candidate. (You can list many more I am sure - but wanted to cover the must do's)

Confirm the interview details: Double-check the date, time, and location of the interview. Provide the candidate with all the necessary information, including the precise address and any specific instructions for reaching the location. Additionally, ask the candidate to confirm their plans and discuss how they intend to make the journey.

Provide clear instructions: Clearly communicate any specific requirements or preparations the candidate needs to make before the interview. For instance, inform them if they are required to bring any documents or complete any assessments, ensuring they are aware of these requirements well in advance.

Prepare interview materials: Gather all the necessary materials you will need for the interview, such as the candidate's resume (or your CV), cover letter, and any other relevant documents. Ensure these materials are easily accessible during the interview.

Provide a structured agenda: Try to provide the candidate with a clear outline of whom they will be meeting, the timings, and the expectations for the interview. It is beneficial to share this information as early as possible, allowing the candidate ample time to prepare.

For candidates, here are a few additional steps which you could consider when preparing for a face-to-face/Zoom/Teams/Phone interview:

Research the company: Gather information about the company's background, mission, values, products/services, and recent news or achievements. This will demonstrate your interest in the organization and help you tailor your responses during the interview.

Review the job description: Familiarize yourself with the key responsibilities and requirements of the position. Consider how your skills and experiences align with the job description, and prepare examples that showcase your qualifications.

Practice common interview questions: Prepare responses for common interview questions, such as those related to your strengths, weaknesses, previous work experiences, and your ability to handle challenges or conflicts. Practice delivering your answers confidently and concisely.

Prepare questions to ask: Compile a list of thoughtful questions to ask the interviewer. This demonstrates your interest in the role and allows you to gather more information about the company and the position. What can I expect the daily task to look like? What would you expect me to achieve in the first 30 days and 90 days??Avoid asking questions that have already been answered during the interview or can easily be found on the company's website.

Dress professionally: Choose appropriate attire for the interview, taking into account the company's dress code and industry norms. Dressing professionally shows respect and a serious commitment to the opportunity.

Gather necessary documents: Bring multiple copies of your resume, cover letter, and any other documents requested by the recruiter. Keep them organized in a neat folder or portfolio for easy access during the interview.?If the recruiter has not requested, then I would recommend being over-prepared and take them anyhow.

Moreover, candidates can go the extra mile in their preparation and I believe all might help and be used during the interview sometimes.

Potentially create a very short slideshow or short presentation: Consider putting together a 1-4 page slideshow or presentation, or even bring a product or design that highlights your experience and relevant knowledge. Also include the client's logo if able, and also demonstrate attention to detail and end the presentation nicely.. any questions?. This demonstrates effort, passion, energy, and enthusiasm and that you went over and above as you want the role (even if you mention you did one – and you don’t get the chance – it helps stand you out)

Research the hiring manager/s: Utilize platforms like LinkedIn and Google to learn about the hiring manager. If possible, find out about other team members as well. This information can provide insights into the company's culture, interests, and preferences.

Identify the passions of the hiring team: Look for clues about the passions of the hiring team through their hobbies, interests, or posts on LinkedIn or company posts on recently events/news etc. This knowledge can help you establish rapport during the interview.

Research the role's location/status: If the role involves relocation or is hybrid/remote, make sure to research and gather information about the location. Show your keenness to move or relocate by asking questions and demonstrating your understanding of the potential challenges and benefits associated with the role's location.

Practice good non-verbal communication: Pay attention to your body language, whether you're attending an in-person interview or a video interview on Zoom. Position yourself in the center of the camera frame (on Zoom) or ensure a positive physical presence during an in-person interview. There are many resources available online that provide guidance on positive non-verbal communication.

By following some of these guidelines, I hope candidates can improve their performance in interviews and increase their comfort level. Similarly, recruiters can help more candidates find success in their job search by encouraging them to undertake these preparations.

It is essential to remember that interview styles, expectations, and demands can change and evolve with societal and organizational shifts. Staying up-to-date and continuing to learn in this area will contribute to long-term success in both securing the role from interview, or ensuring your candidates get offers.