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land top talent  \nIntroduction  \nToday’sjob seekers look for much more than just a job.  \nThey want to work in an environment that is a strong cultural fit for them, where their work has meaning and they can achieve their personal career goals.  \n80%  \nIn this candidate-driven market, 80 percent of people would take one job over another based on personal relationships formed during the interview process.1  \nUse this guide to help you ensure an engaging interview process, from preparation through offer, that appeals to the top talent you want on your team.  \n01 The Savvy Manager’s Go-To Interview Guide  \nTABLE OF CONTENTS  \nChapter 1  \n03 Plan well  \nChapter 2  \n05 Set the stage  \nChapter 3  \n08 Ask the right questions  \nChapter 4  \n12 Evaluate carefully  \nChapter 5  \n15 Close the deal  \n02 The Savvy Manager’s Go-To Interview Guide  \nChapter 1  \nPlan well  \nPlan well  \nHR leaders typically know the type of qualities to look for in a candidate.  \nBut it’s you, the department leader, who has a firm grasp of the skills, attributes, and experience necessary to fill roles on your team. Involving the right people in the interview process will cut down on the time to hire and ensure you’re selecting the right candidate for the role and your team.  \nThree ways to work together:  \n1. Create a hiring team and meet before you set up interviews to discuss the job description and the perfect candidate for the role. Outline a strategy for the team to ensure you ask the right questions to guage the candidate’s fit for the role.  \n2. Use productivity software to check every team member’s availability and suggest suitable interview times that fit schedules. Send digital interview invites that can track opens and responses for easy follow-up and planning.  \n3. Use collaborative tools to eliminate duplicative interview questions, and share feedback after the interview to identify the top candidates.  \n04 The Savvy Manager’s Go-To Interview Guide  \nChapter 2  \nSet the stage  \nSet the stage  \nCreate a positive interview experience to engage candidates from the start and leave them with a good impression of your company culture.  \nIn fact, those who have an existing relationship with a potential employer have a much more positive experience, according to a Talent Board study.2  \nCandidates that have a great hiring experience perform well, are highly motivated, and want long-term employment with your organization.  \n06 The Savvy Manager’s Go-To Interview Guide  \nA positive candidate experience is:  \n1. Transparent  \nFrom the first contact with your company, job seekers should be able to get a strong grasp of your company’s culture, the criteria you’re looking for in a candidate, and your timeline for filling the position.  \n2. Communicative  \nIn one LinkedIn survey, 94 percent of respondents said they want to receive feedback on their interview.3 They also want to be clear about what to expect at each stage of the process. You can meet these expectations by setting realistic goals and informing candidates of the stages involved and when you expect to make a decision. If the process is taking longer than expected, be sure to reach out and reset expectations with the candidates that have interviewed for the role.  \n3. Quick  \nAs the market for good candidates becomes tighter, 46 percent of employers have reduced the length of their hiring process, according to one study. And 28 percent admitted that the length of the hiring process was putting candidates off.4 If your team is prepared up front, the process will move more quickly, provide an exceptional experience, and ensure you select the best fit for your team.  \nIt takes an average of 42 days to fill an open position.5 Although you don’t want to rush it, waiting too long between interview rounds can result in losing your top candidate to a competitor.  \n07 The Savvy Manager’s Go-To Interview Guide  \nChapt","cbCaiirxxUGKc9qd","https://ap.wps.com/l/cbCaiirxxUGKc9qd","pdf",14000211,"English","# Introduction\n# Chapter 1 Plan well\n# Chapter 2 Set the stage\n# Chapter 3 Ask the right questions\n# Chapter 4 Evaluate carefully\n# Chapter 5 Close the deal","[{\"question\":\"What is the main goal of the guide’s interview process?\",\"answer\":\"To create an engaging interview experience that helps managers quickly identify and select top-fit candidates while also building strong cultural alignment.\"},{\"question\":\"How should leaders plan the interview process before scheduling?\",\"answer\":\"They should assemble the right hiring team, review the job description, align on the qualities they want, and define a strategy so the team asks the right questions to assess candidate fit.\"},{\"question\":\"What makes a positive candidate experience according to the guide?\",\"answer\":\"A positive candidate experience is transparent, communicative, and quick, including clear expectations about criteria and timelines, timely feedback, and a streamlined process.\"}]","The Savvy Manager’s Go-To Interview Guide - Interview process for top talent | PDF",1790360862]