Dan BrockwellIn the dynamic landscape of talent acquisition, whether it's a job-seekers or employer's market, attracting the crème de la crème remains a constant challenge.
While companies invest significant energy in refining their interview methods to identify the best talent, it's equally vital to spend time crafting a process that presents the company in the most appealing light for top-notch candidates.
It's not just about selling the role; it's about authentically showcasing the company as a compelling and supportive environment that fosters growth, success, and personal fulfilment.
Drawing from our extensive involvement in hundreds of hiring processes, we've distilled our top tips. While some may appear overly basic, our experience indicates that most hirers don’t follow 90% of these recommendations.
We think about 4 core principles to crafting loveable SDR interviews:
1️⃣ Strong Time Management and Expectation-setting
Commitment to Bookings: Avoid last-minute rescheduling or cancellations to show commitment and respect for the candidate's time.
Clear Expectations: Provide clear expectations before and after each interview, outlining the agenda and creating a positive and organised experience for both parties.
Prompt Action: Run, don’t walk when identifying top talent. Promptly schedule follow-up meetings and maintain consistent communication to build positive momentum.
Post-Interview Follow-Up: Follow up promptly after interviews, expressing gratitude for the candidate's time. Keep candidates engaged with regular updates on the hiring process, demonstrating transparency and enthusiasm.
2️⃣ Personalised Interview Experience
Individualised Research: Conduct research on the candidate before the interview, personalising the process to demonstrate the company's value for unique skills and experiences. Sell like you’d like to be sold to.
Career Development Prioritisation: Discuss the importance of career development in the company and ask the candidate about their future career aspirations to tailor the progression pathway you pitch accordingly. This is a big priority for most folks stepping into SDR roles.
Proactive Team Engagement: Encourage other team members to reach out proactively to candidates in the funnel, providing their perspective on working at the company.
Personalised Final Round Interviews: Conduct final round interviews in the office and facilitate casual meetings between candidates and the team. Creating personal connections gives candidates a glimpse into team dynamics and fosters a sense of belonging.
Discover & Pitch Based on Candidate’s Preferences: You need to sell the best candidates to win them from other potential employers. When deciding between offers, some candidates may lean heavily into learning, career progression, culture, compensation, business trajectory, etc. and you need to do discovery here to understand what matters to them. Reflect on what advantages your role and company may have for that specific candidate over other options, and build that into your messaging.
3️⃣ Clear, Focused Interview Structure
Pre-Interview Preparation: Provide essential information before in-person interviews, including dress code, entry instructions, and transportation tips.
Welcoming Atmosphere: Arrange for someone to greet candidates upon arrival, offering water or coffee to make them feel comfortable and valued.
Professional Interview Etiquette: Maintain professionalism by avoiding multitasking during interviews and maximising eye contact. Candidates often tell us they see interviewers on Slack or email during interviews, and it doesn’t give them confidence.
Buffer Zone and Feedback Loop: Allow a buffer zone after interviews for candidates to ask questions without feeling rushed. Ask for feedback at the end, showcasing a commitment to continuous improvement.
4️⃣ Building Trust Through Evidence
Talent Online Branding: Invest in platforms like Glassdoor and a robust careers page to reflect a positive and engaging work environment. A robust online presence enhances the company's image and attracts candidates who align with its values. As they say, the best selling is done when you are not in the room.
Transparency in Sales Performance Metrics: Share upfront the percentage of sales representatives hitting their target or quota attainment. Establishing clear expectations and transparency about the company's performance metrics builds trust from the outset.
Transparency on Financial Health of Business: Talk to profitability, positive investor feedback and or state of the balance sheet (where appropriate) to mitigate potential concerns around fear of job loss, especially in periods when there’s been a lot of layoffs in tech.
Include Existing SDR as a Part of the Process: Integrate an existing SDR as part of the interview process to provide a team-based candidate quality, and to give candidates a real reference point of what the role looks like day-to-day.
Employee Success Stories: Use individual employee success stories when answering questions, emphasising the value placed on individual contributions and showcasing a culture that appreciates and recognises efforts.