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Struggling with narrowing down candidates to find the perfect addition to your team? Here are some tips and insights into what to consider for second interviews as well as narrowing down your candidate pool!


The first interview is the qualifier… 

Usually second interviews are the opportunity for the company to ‘sell or market’ the candidate on the opportunity of employment with your company. The first interview is the qualifier as in, is the candidate a good fit? Once, a good fit has been determined the company should look for ways to market their opportunity to the candidate.

So, asking candidates the question of what they would ideally like to see in an opportunity is a good start and as you hear things that your company offers you can answer those ideals with the ways and means your company can meet those ideals.

You will want to offer the candidate who demonstrates the most excitement…

The second interview is also an opportunity for you all the gauge the excitement level of the candidate. This is important because you will want to offer the candidate who demonstrates the most excitement, assuming they have all the qualifications, the job since they will come into the job with good energy and commitment.

The second interview should be about creating excitement with the candidate so that when an offer is made there is great confidence (100% chance) it will be accepted.

Make sure the candidate knows about any perks…

We have heard from candidates about the cost of living in Key West being considerably higher than where they currently reside. You should look for ways to lay aside those concerns with suggestions and examples of what other employees do in terms of where they live in the Keys and how they cope with that added cost. Or, just point out that’s part of the cost of living in paradise, having access to a unique lifestyle or however you want to phrase it.

Make sure the candidate knows about any perks, benefits or any other positives culturally or otherwise your company offers.

If there is a spouse or children involved look for ways to make that a comfortable transition in terms of employment opportunities the spouse may be good for and school options for the kids.

Managing expectations on your hiring process in terms of time, testing, and background checks will also help keep the candidate warm and engaged.


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Why You Should Choose MSI As Your Leading Staffing Agency

MSI Recruiting is a boutique, executive and back office search firm in business since 1998 with over 100 years of recruiting experience on staff. MSI has filled countless back office positions in multiple locations across the country within so many different industries including, Manufacturing, Finance, Information Technology, and more.

 

MSI is spread across three offices in Florida


 

 

 

Whether you are a company looking to fill a talent gap, or a candidate looking for your next career move, we are the preferred staffing agency. Spanning decades in the business, we have cultivated a network of contacts and business relationships, with the mission to match top talent with the right opportunity. Our clients range from startup operations to publicly traded organizations, serving a variety of industries in different market sectors.

 

The team at MSI Recruiting is actively involved in the business community and understands the diverse nature of our business culture. MSI has the experience and skills to successfully assist in the placement of your entire Corporate Office!

 

Contact us today to build your team!

 

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