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You’ve created the perfect job description and been inundated with CVs from hundreds of potential recruits. But how many of them should you interview? Too many and you’ll be wasting your and their time, too few and you might miss out on the perfect candidate. Here, we’ll explore the interview options to help find your ideal new starters.
 

Are the number of candidate interviews flexible?

Yes! There are many factors that should dictate how many people you’re willing to spend time interviewing.

But the two key ones are:

1) How urgently do you need to fill the role, and;

2) What is the skillset of the position?

If you need an sales admin assistant now, and you have ten applications, all clearly capable of doing the job, bring in just a couple who seem like they’ll be a cultural fit and select the best. However, if you’re looking for a senior marketing professional, you’ll likely have lots of applicants and want to bring in five or six to ensure you make the right choice. Such a position needs a wide set of skills and a personality to match the role, and you’ll likely want to whittle down the best two or three and bring them in for a second interview.

Interviewing too many candidates is time-consuming and illogical. It’s not just the hours spent physically quizzing each jobseeker, you must contact each one and arrange the interview time, prepare for each interview, and then give each person follow-up feedback. Plus, with several people on the interview panel, each might end up with their own favourite from a long list. You want a clear winner that everyone can agree on.


What’s the typical recruitment process?

Quite simply, the recruitment process refers to:

·      Defining the open position

·      Attracting applications (internal and/or external)

·      Sifting through and shortlisting

·      Interviews

·      Job offer

Many companies will leave their human resources team to do everything, but some will invite recruitment firms, like Aaron Wallis, to do the initial graft of sifting and providing the ideal candidate (or several) for interview.

The success or otherwise of your final choice of new starter is defined by how well you undertake the preceding steps. The suitability of your applicants will depend on how well you defined the job description.

If you’re after a software engineer, you’d want to stipulate the experience and qualifications you require, otherwise you could be inundated with unsuitable applicants who don’t know their computer code from their highway code. Your interview process will only be as good as the shortlist of candidates you’ve agreed to meet. And your final selection and job offer will only succeed in the long term if your interviews were thorough.
 

What are the six types of job interview?

1) Traditional one-on-one interview – where someone from HR or the hiring manager speaks alone with the candidate, generally at the company offices. This is how most people think of a job interview.

2) Phone interview – this will most likely be a pre-screening interview to get an initial feel for candidates before inviting a shortlist in for face-to-face talks. You’ll get a good first impression. For example, if you’re filling a sales position and the candidate sounds quiet and nervy on the phone, then move on quickly!

3) Panel interview – where the candidate is grilled by a panel, likely made up of people from different areas like HR, managers and employees in a similar position. They will ask questions depending on their own role and experience and will hopefully come to a consensus about their preferred candidate.

4) Behavioural interview – here the interviewer will pose questions based on common situations that crop up in the open role. The aim is to see how a candidate’s behaviour and decision-making when faced with similar situations in a previous role will benefit the business.

5) Group interview – ideal if you want to get a group of candidates in to see who wants to work at your company, maybe by including a short presentation and a tour of the premises. This could be followed by brief one-to-ones. This is a good way to observe the candidates together, spotting those with leadership potential, those happy to follow the crowd or maybe those who are simply unsocial!

6) Lunch interview – a good way to get to know someone better with a second interview. Outside of the workplace, in a more relaxed atmosphere, you’ll get a feel of whether your jobseeker will be a great cultural fit within your business.


Should we use headhunters or database recruitment?

Database recruiting will follow the tried-and-tested format of keeping a list of potential candidates, their skills, salary or role expectations and experience, and matching them to any given open role. You can add to your database by advertising your open position, or from unsolicited applications. It’s seen as a traditional and effective recruitment system.

However, for specific roles, occasionally its best to become proactive and go out and search for the right candidate yourself. That’s headhunting. You might do this for the most senior roles in the business, or if a very strict, technical or hard-to-find skillset is required.
 

If you are after either database recruitment or a headhunting service, please get in touch with Aaron Wallis Sales Recruitment either by phone (01908 061400) or by submitting a vacancy here.
 

 


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I found Aaron Wallis to be very professional and efficient, taking time to understand the role and the type of candidate we were looking for. The candidates they put forward met our criteria and were of a high standard. The service they provided was exemplary and I would have no hesitation in recommending them, and will certainly consider using them again in the future.

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Thanks for all your help during the recruitment process. I have been extremely impressed with Aaron Wallis especially when compared to other agencies we have dealt with. I really felt you grasped the type of person we required and found strong candidates.

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I have always found Rob to be very knowledgeable about our industry sector, and it is refreshing to see after all of these years that Rob continues to quickly and accurately understand my requirements.

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I have used Aaron Wallis to fill a number of our Sales Development Manager roles and I have found them to provide a very professional service. I will use their services again in future recruitment campaigns.

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In an industry where people over promise and under deliver, Rob and his teams have consistently provided a high-quality service. It is great to deal with someone that has an excellent understanding of UK industry, and a passion for sales.

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We were impressed not only by the quality of candidates you found for us but also the level of information, preparation and qualification you put into the process. You continually kept us informed of each person’s feelings about the process, which is very important but often overlooked. I am looking forward to working with your company again in the future.

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I've had a really good experience working with Giles Phillips at Aaron Wallis. From initial contact to the finer details of securing the job, he has been very professional and a pleasure to work with.

M. Shutt, Candidate

Excellent experience from first contact to ultimately securing a suitable placement. Giles looked after me in a very professional and friendly manner. He used his expertise and experience to ensure I was put forward for the most suitable positions for my skill set and found me a new role very quickly. I can't recommend Aaron Wallis Sales Recruitment highly enough.

M. Green, Candidate

Aaron Wallis have provided me with an excellent service, Giles went out of his way to help me preparing for my interview and supported me through all the processes. If you need an agency to give you a fully professional and consultative approach to finding you a new career move, the Aaron Wallis can certainly provide this for you.

D. Richards, Candidate

Aaron Wallis is an outstanding recruitment agency specialising in high calibre sales positions. I was working directly with Darren Dawrance who went above and beyond my expectations in sourcing me my perfect role. I was kept in regular communication with Darren and he worked extremely hard on securing my dream job. Highly recommended and Thanks Darren for all your expertise and hard work.

R. Sealy, Candidate

Very good advice and support was given during the course of the interviewing process. Potential job seekers would be well advised to use this company whilst looking for their new career.

R. Speakman, Candidate

I have to say coming across and having dealings with Aaron Wallis proved to be very successful. Being highly experienced did not seem to count for much during my job search bit a conversation with Robert Scott gave me a real confidence boost and enabled to get a position at the age of 63. Great service!!!!!!

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Really excellent experience dealing with Aaron Wallis. Liam Oakes who helped me get a great job was brilliant. Kept me up to date during the process and offered great help and advice, and a thoroughly nice guy. Highly recommended!

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Less than two weeks after joining Aaron Wallis I was offered my new job. I got a £10,000 rise in my basic salary, car allowance, a laptop and many other perks, which will help to further my career. I definitely would not have found my dream job without the help of Aaron Wallis.

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The Recruitment agent I used, Simon, was extremely helpful and really went the extra mile to ensure all of my questions were answered, and that I felt as comfortable and prepared as possible. Very professional company and would definitely recommend to others. Thank you Aaron Wallis!

A. Callaby, Candidate

Aaron Wallis Sales Recruitment are a very friendly and professional recruitment organisation who listen to your needs, work with you and act on your behalf which sets them apart from many of their competitors who in my experience are willing to throw anything at you. We discussed my history, my preferences and my wishes - one opportunity was introduced. It was perfect. I start at the end of June.

R. Buckley, Candidate

Good swift process with Aaron Wallis, informative regarding the role and the process was moved at a good pace with healthy interaction. Would recommend them to anyone pursuing a change.

S. Bartlett, Candidate

Aaron Wallis (and in particular Rob Scott) have been fantastic throughout the recruitment process, and even a few months down the line, still continues to care. Rob clearly cares about each individual and has a wealth of knowledge and expertise, which shows in the work he does. Each candidate is not just a number, and the support received from Aaron Wallis has helped me get a career which I truly enjoy.

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Excellent service, very professional and friendly, would and have, recommended Aaron Wallis.

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Perfect from start to finish. Simon deserves a shout out. Best recruiter there is. If you need a job, this guy will get you one. He's like the super man of recruiters. Top man, can't recommend him enough.

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A great recruitment company to work with. Excellent experience with Aaron Wallis through the entire recruitment process. The team was really professional and extremely helpful. Darren was a pleasure to work with. He was friendly, supportive and gave me great advice. Thank you very much!

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