Clients > The Recruitment Process

The Recruitment Process

Attracting and retaining the best talent is or should be at the top of the agenda for all organisations!

At Goodman Masson we understand the importance of developing a successful strategy is to build, strengthen and develop our (and your) relationships with both the current and the potential workforce. When an employer seeks assistance from a recruitment consultancy, we at Goodman Masson feel that rather than maintaining temporary relationships with those who could fill a particular vacancy, businesses should focus on maintaining long-term, lasting partnerships to really maximise your talent’s ‘value’ offering.

We have developed very strong relationships with businesses of all sizes and continue to partner alongside organisations, expertly handling all of their financial recruitment solutions through knowledge of our clients, knowledge of their markets and decades of experience in talent management.

Employers that have recruited by sourcing directly from the market will know the Recruitment Cycle to be an exceptionally complex process requiring much care, management and more specifically, time.

Goodman Masson are recognised in the market for being leaders within the financial recruitment industry and, through client testimony, are consistently recognised for removing the stress from the recruitment process, for simplifying without compromising and for offering an effective, efficient and tailored solution.

How to Interview?

The candidate interview is an important factor in the employee selection process, and as an employee who does not work full time in recruitment you may find this a daunting task. Here we have outlined the stages if the interview and hope you find this useful.

How long should I spend in an interview?

There is no hard and fast rule as to the length of an interview. It will depend on the volume of information you discuss and the number of interviewers attending. However the average is 40-60 minutes.

What is a typical interview structure?

Always welcome the interviewee as this put them at ease and help to build rapport. Remember, the candidate will be reviewing you as a potential employer, as much as you are. – approx 5 minutes

Find out more about the interviewee through answers to interview questions – approx 30-40 minutes

Answering any interview questions that the interviewee will have and taking the time to spend some more time on the role and what it will entail – approx 15-20 minutes

Do I need to do a telephone interview and a face to face interview?

No, this is not essential although a telephone interview will allow you to determine if the candidate's qualifications, experience, workplace preferences and salary needs are an appropriate to your organisation and the position.

The telephone interview saves managerial time and eliminates unlikely candidates. A telephone interview with an agency recommended candidate can be a fast an effective way to introduce a temp/contractor into the business.

How much contact should I spend with my recruitment consultant beforehand?

Your Goodman Masson consultant will always be available to brief you on the candidate and offer guidance in areas of interview approach and technique. You should spend as much time as you feel is necessary beforehand, to ensure you feel comfortable for the interview. Your consultant will be able to walk you though the process, and also highlight any points in their CV that should be addressed or explored further.

What preparation do I need to do before I interview?

Be clear on the information you want to know at the conclusion of the interview. You might find it easier to structure the interview into sections

Prepare questions. Have an idea of the question you will ask/what do you want to know?

Read the CV of the candidate before you conduct the interview. Make sure you know the details thoroughly and have questions to ask about areas of ambiguity or areas requiring further clarification.

What outcome should you expect from 1st Interview/2nd Interview?

A first interview should allow an interviewer to make a fair assumption of whether the candidate would fit your organisation. Your questions and the candidate’s responses coupled with body language and attitude will allow you to definitively make a decision of whether this candidate is a NO or whether you would like to invite them back for a second meeting, perhaps to meet someone else within the business or be faced with a more probing set of questioning. The invitation to a candidate to return for a second interview means that they are a viable option for job and are qualified to carry out the tasks.

After a 2nd interview, the decision making becomes harder. Many hiring managers would consider themselves in a position to make an offer following a 2nd round of interviewing. All candidates should have made every effort to set themselves apart from the pack. To be in a position to make an offer, there needs to be no doubt that the chosen individual can do the job and fit into the and fabric of the business.