Sometimes it is necessary to bring an applicant into the office for a 'face-to-face.' Here is a little checklist you can use to help you in your decision:
• Do I need to establish more trust/control?
• The candidate is so hot I have to get protection from other agencies and him/her sending a resume on his own.
• The candidate is being very difficult and he/she is a quality candidate
• The candidate has had several interviews and no offers.
• You need the resume immediately and want to create a sense of 'urgency.'
Yes to any one of these questions would warrant 'reeling in' this applicant. Sometimes this is easier said than done, so be prepared to give reasons such as:
• Describing a position as so hot, that they are under your spell.
• Painting a picture of urgency: “Client is making a decision tomorrow.”
• Company is expecting my personal endorsement.
• Time well spent, with no distractions; giving us the 'feel' to cover the full market of opportunities.
You must control the interview. The candidate can't take charge. You ask the questions. Answer a question and then ask your question. This is half of the placement; you are closing the candidate on the offer now.
Spend no more than half an hour. You should try to complete it in 20 minutes. Touch on interests, but don't socialize. Senior recruiters, beware of over indulgence in 'market gossip.' Take a position in with you or make one up; ask candidate to qualify themselves. Ask technical questions:
• What does HTML have to do with the Internet?
• What does (XZP) mean?
• How many lines of code were involved?
• What is object-oriented programming?
These questions help improve your product (applicant) and market knowledge. Apply closing questions by varying the variables on the ideal position (position content, location and money).