Whether one-on-one or pre-arranged group days, the informational interview is an essential means for young candidates to learn both about their interested profession and your company. Despite what many think, informational interviews don’t only have to benefit the interviewee: you as an employer can use this valuable time to learn and network, as well.
Employment is a game of balance: Not only does an employer seek to hire the best, but they have to develop a repertoire and name that attracts the best candidates. Use the time to ask questions of your own – an informational interview can be free market research for you both. What criteria does the prospective employee use when researching companies? What qualities of employment attract and deter them? An informational interview can be a resource on how to give your company a competitive edge.
Create networks: Candidates use informational interviews to begin their professional network, and so can you. By opening your office doors to the newly emerging workforce, not only will you further develop connections with young professionals, but also market your company name. By opening your doors, you welcome more name recognition.
Mentor your new employees: A tenured employee may be able to talk with ease and confidence about their profession, but a new employee is still getting their professional footing. Encourage new employees to conduct one-on-one or group informational interviews. Not only will visitors have an opportunity to ask questions, but the new employee can gain valuable experience selling your organization by talking about the company, their profession, and why they got into the business.
By developing networks, gaining valuable insight on how to sell your company to the best candidates, and assisting new employees to develop their professional voice, conducting informational interviews can be just as valuable for you as for those seeking your advice.
This post was written by Annie Kohanek, Come Recommended’s editorial content intern.
