Clients and candidates who work with recruiters know what they are signing up for when making the decision to get involved with them. The obvious reason for opting to involve a recruiter in either, your search for a new job, or, attempts to hire, is that they will help you in your job hunt, or take the pressure off you as a business to recruit for the position you need. Therefore, due to this, it means that a recruiter has a significant role to play in the interview process, a role that is dissected in detail here:
Attaining the interest of candidates.
The first thing recruiters do when they are given a role to work on by a client is to attempt to find suitable candidates for the position. In the process of talking to what look like appropriate candidates, a recruiter draws up a shortlist of the most promising candidates to send to the client, where the client decides whether or not they wish to take any of the candidates the recruiter have provided them with to the interview stage. The recruiter should also recommend the candidates they have found to the client, in an attempt to persuade the client to offer interviews to the candidates.
Organising the time and date an interview will occur on.
If the client comes back to the recruiter with the news that they wish to interview a particular candidate, it is then the responsibility of a recruiter to arrange the date and time for the interview to take place. The client will make the recruiter aware of their available times and dates, so the recruiter must organise a time that is suitable for the client when discussing the arrangements with the candidate. Once the candidate agrees on a particular time, the recruiter will confirm the exact time and date with both the candidate and the client, through both verbal and email communication.
Preparing the candidate for the interview.
Once the confirmation for the interview is concluded, the job of the recruiter is then to prepare the candidate for the interview. This preparation should happen the day before an interview takes place, so that the information given is fresh in the mind of the candidate. The information given should be revolved around what the candidate should wear for the interview, what they should bring with them to the interview, what they can expect to come out with from the interview, as well as some advice on what the candidate should research about the company to come in prepared.
Continue to monitor and arrange further interviews.
In many cases, more than one interview is required for a candidate to successfully land the job they are going for. As a result, it is up to the recruiter to keep updated with what is happening with regards to the interview process. This includes attaining feedback from the client on whether the candidate has progressed to the next stage of the process, or whether they will not be going any further. If it is the former, then it is again the responsibility of the recruiter to sort out the times and dates for each stage of the interview process, from both the perspective of the client and candidate.
Gain final feedback from the client.
Once a candidate reaches the final interview stage, the last job of the recruiter is to gain final feedback from the client. It is at this point where the recruiter finds out if the candidate they have attempted to place has been successful or not. After feedback from the client has been attained, the recruiter then goes back to the candidate to let them know the verdict from the client. If the response from the client is negative, then the recruiter should explain the reasons to the candidate why they didn’t get the job, and what they should do in the future to give themselves a better chance of success in their next interview. The same applies if the news is positive, with the recruiter highlighting to the candidate what they did well to land the job they were looking for.