The market place is a tough place for employer's today.  It is hard to find qualified market research and digital marketing candidates.  And when a candidate is found, they usually have more than one offer on the table.  This is where a good marketing recruiter can really make a difference and help an employer get their candidate of choice. 

Interview Candidates Carefully and Thoughtfully

When you interview a candidate the first thing you want to do is make them feel comfortable so that you get the most out of your interview.  When asking questions; ask them in a conversational tone.  Avoid loaded and negative questions.  Ask open-ended questions that will allow the candidate to give complete answers.  Closed-ended questions that can be answered "yes" or "no" won't help you learn about the candidate. 

It is always good to have more than one person meet your candidate so you can see how they communicate with others.  This also gives you the opportunity to get your colleague's feedback and compare notes. 

Record Notes and Ask Additional Questions to Your Recruiter

After an interview you may have forgotten to ask certain questions or you may have run out of time.  It is always good to write down those questions immediately and ask your recruiter if they can get the answers for you.  Your goal in interviewing a candidate is to determine, as quickly as possible, if they are right for your company.  Whatever the outcome, it is a good idea to relay this feedback to your recruiter for future placements. 

Call Candidate References

Reference checking is part of the hiring process, but it is not always easy to get a reference to discuss or answer the questions you ask.  We have found that the basic questions below may help you get the answers you are looking for and help you make a better and more informed decision:

What is your title & company you work at now? 

What is your connection with the candidate?  Boss, Peer, Client? 

What was the candidate's title? 

How many reports did they have? 

Did they manage others?  If so, how did they do? 

Duties & Responsibilities? 

Comments on quality of work

How well did they get along with others, Management, Peers, Staff? 

Comment on candidate's technical expertise? 

How would you rate candidate's overall performance? 

What was most outstanding contribution they made? 

What leadership responsibilities have they had? 

What is the candidate's style? 

Why did they leave the company? 

Would you hire this person given the appropriate opportunity? 

Make Hiring Decisions Quickly

The biggest mistake an employer can make, is to procrastinate during the interviewing and decision-making process.  Remember the longer you take, the more likely the candidate will have selected another position or have amassed competing offers.