Copier Careers® is the only recruiting firm exclusively dedicated to the Copier and Office Solutions Channel℠. With over 30 years of experience, Copier Careers connects employers and job seekers, providing valuable insights, career opportunities, and unmatched support in the industry. Whether you’re an employer, employee or job seeker, Copier Careers is here for you!
Improving Interviews: Interview & Candidate Packets
A Little Prep Can Boost Your Success
Improving interviews is something of a passion for us – we talk about it a lot. This month we’d like to focus on two underused employer tools that improve performance on both sides of the interview desk.
In a zero unemployment industry, it’s maddening to see employers lose quality candidates over a lousy interview. To keep your interviews consistent, on-task and effective, create an interview packet for your hiring team.
An interview packet should contain everything needed to run a successful interview. Consider including some of the following:
- Your company’s interview guidelines help interviewers avoid asking unethical or illegal questions.
- The job description gives the interviewer the specific list of requirements and preferences for this role.
- A list of common interview questions keeps the conversation on track while improving consistency and thoroughness.
- A few rating scales on professional and interpersonal skills help your team compare candidates.
- The candidate’s resume refreshes the interviewer on the candidate’s history and specific skills.
Creating your first interview packet is an opportunity to review or create your company’s guidelines, best practices and overall interview process. Use this project to consolidate your hiring managers’ experience and advice to improve everyone’s interviewing skills.
When candidates have their pick of employers, how do you stand out, keep them engaged, see them at their best and weed out the unmotivated? Send them a candidate packet when you schedule their first interview. And – most importantly – deliver on what you promise.
A candidate packet should give a clear guide for your interview process. Consider including some of the following:
- A brief company overview establishes your credibility and highlights your top selling points. Excited candidates are motivated candidates.
- An interview roadmap shows the path from first interview to offer, setting clear expectations. Candidates are reassured and impressed when they know there’s a plan.
- A candidate FAQ answers common questions before they’re asked, letting you skip past the basics in the interview, itself.
- A list of expectations sets your candidates up for success when it comes to your company’s culture, dress code, or any other variable standards or values.
- A basic interview prep checklist guides and reassures nervous candidates, letting you assess them at their best.
- A contact list encourages communication and ensures that your candidates know who to reach out to at every step.
As with the interview packet, making a candidate packet is an opportunity to lay out your whole interview process and make improvements. If you need more motivation, candidates receiving this packet will be impressed by your planning and organization. They will be better prepared and less likely to ghost or slip through the cracks. Moreover, candidates who don’t take advantage of this gift wrapped information are telling you a lot about their motivation, work ethic and attention to detail.
Our Monthly Poll
Take the November 2023 Poll
Have you received a candidate packet when interviewing? Has your company used interview packets?
- No, never seen one before but I'd like to! (39%, 19 Votes)
- No, but I wish we did! (20%, 10 Votes)
- Nope and I don't really get why I'd need one? (12%, 6 Votes)
- I prep a few things but we don't have anything formalized (10%, 5 Votes)
- No, and I don't think it's necessary (6%, 3 Votes)
- Yes, I got a candidate packet and was very impressed! (4%, 2 Votes)
- Yeah, I got a few things but it wasn't very useful (4%, 2 Votes)
- Yes, it keeps our process moving smoothly! (4%, 2 Votes)
- Yeah, but it wasn't very useful (0%, 0 Votes)
What do you want most in your next job? (pick 3)
- Higher compensation (30%, 111 Votes)
- More benefits (12%, 45 Votes)
- More flexibility (12%, 43 Votes)
- More PTO (11%, 40 Votes)
- More effective management (10%, 37 Votes)
- Company car (7%, 27 Votes)
- More leadership opportunities (4%, 15 Votes)
- Better products/technology (4%, 13 Votes)
- Purpose that aligns with your values (3%, 12 Votes)
- A clear career path (3%, 11 Votes)
- Car allowance (1%, 5 Votes)
- Company-paid volunteer opportunities (1%, 3 Votes)
- More overtime opportunities (1%, 3 Votes)
- Perks like snacks and pinball machines (0%, 1 Votes)
- “The owner of the company doesn’t believe in cost of living increases. We can’t survive much longer if they don’t increase wages. Most of our service department is looking for a new job. Service guys are hard to replace.”
- “If this industry is currently an employee’s market, then it must find a way to retain employees, starting with better compensation. Inflation hurts us, gas prices are out of control, rents are up, and even the minimum wage jobs are catching up to the wages of technicians (on the minimum wage line). Employers, wake up! If you claim to be a family business, then take care care of your employees! If you do not make this claim, and capitalism is at heart, it doesn’t look good on your banner. Look at the poll and really analyze what it’s telling you: that in order to be happier, compensation (benefits and wages) must increase.”
- “Only three choices is rough. There’s a lot I look for. A pay raise is big, a new job is the best way to get a promotion it seems. Everything else is a bonus on top of that, but for me, I want to know that there is a clear career path available, so that maybe I don’t want have to leave for my next promotion.”
- “It’s really all about compensation, especially with the cost of health insurance. $10k a year comes straight off the top of my salary for family health insurance coverage. It’s been that way for the past 10 years between 3 different dealership’s I’ve worked for.”
- “It’s just a kick in the teeth when you have a binder full of certifications and despite being the #1 tech in the company, you have to ask for or even threaten to leave to get a raise. Soon after, you find out someone outside the industry starts as a trainee and is at (or above) your pay. Then you are told you need to pass on the knowledge you took 20 years to accumulate, but do it over the next few months.”
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