The first-round interview is a crucial milestone that sets the tone for future interactions and determines if a candidate will move forward in the hiring process. Navigating the end of this interview can be tricky especially if you are on the fence about the candidate or feel like they are not a personality fit for your firm. Let’s discuss how to wrap up your first-round interview so that there is a plan for next steps for your best prospects or closure for both you and the candidate if they are not a fit for the role or for your company.
Invite questions:
At the end of the interview, always offer the candidate an opportunity to address any questions they may have. Encouraging questions allows you to assess their engagement, depth of research, and understanding of the company and position. It also demonstrates your commitment to open communication, fostering an environment of trust and collaboration.
Provide insights into the next steps:
Transparency is vital in the interview process. Before concluding the interview, discuss the next steps, timeline, and what the candidate can expect. Outline specifics such as the number of interview rounds, assessments, or any pre-employment tests they may encounter. This transparent approach minimizes uncertainty and keeps the candidate invested, enhancing their experience and perception of your organization.
Gauge interest and address concerns:
It is crucial to gauge a candidate’s level of interest before wrapping up an interview. A simple, direct question like, “Based on our conversation today, how interested are you in this opportunity?” can provide valuable insights. It also allows the candidate to express concerns, if any, and gives you a chance to address them. This not only exhibits your dedication to understanding their perspective, but also helps dispel any misconceptions they might have.
Reinforce your organization’s strengths:
Before ending the interview, take a moment to reiterate the unique selling points of your organization. Highlight the key aspects that differentiate you from competitors, such as company culture and any growth opportunities that would be available in the short and long term. Reinforcing these strengths reinforces your organization’s appeal and helps to solidify the candidate’s interest in becoming a part of your team.
Express appreciation and set expectations:
Conclude the first-round interview and thank the candidate for their time and interest in the position. Try to make a “go/no go” decision if possible or if you are unsure, ask more questions.
If the candidate is a clear “no go”, or you are really “on the fence”, tell them before concluding the call.
If the candidate is missing key skills or is a definite miss in the fit/culture department, politely thank them for their time and pick a reason that you will not consider them further that is concrete and can’t be argued. As an example, if they are missing needed agency experience with a specific coverage and that is a deal breaker for the job, let them know that you can’t move forward, but will keep their resume on file for future needs. If they are a clear miss due to a personality trait, isolating on a missing skill and explaining that it is a hard requirement for the role allows you to show empathy and helps bring interview closure for the candidate. If you are on the fence, tell the candidate why you are unsure, and then ask more questions in a different way to help you make a yes/no decision about shortlisting them for the next interview.
Do not ghost the candidate!
Whatever you decide after the initial meeting, please do not ghost the candidate! Always make sure to get back to them with your decision in the timeframe that you outline at the start of the interview. At the very least, send an email within a couple of days at the most that explains that you will not be moving forward. This will leave a lasting impression about your firm in the event that you have a different job that comes up that the candidate may be a much better fit for.
Efficiently wrapping up the first-round interview is essential for both the candidate and for you as the employer. By providing an opportunity for questions and offering insights into the next interviewing steps, you can ensure the candidate leaves with a positive impression and a clear understanding of the hiring process. Remember, a candidate’s experience during the initial stage plays a significant role in your firm’s ability to attract top talent and increases the likelihood that the candidate will tell others in their network about their positive interview experience with your firm.
If you are having difficulty finding the right insurance talent in the Pacific Northwest, I can help. Contact me and let’s set a call to discuss your hiring needs.
