Welcome to our series on how to use your interview process to sell your job opening and your culture! Your interview process isn't just a means of evaluation; it's your opportunity to shine a spotlight on what makes your practice exceptional.

In this series, we’re going to go over some key strategies and techniques to help you make the most of your interviews and leave a lasting impression on candidates. If this is topic you'd like even more information on, check out our Foundations in Team Experience course which teaches you to engage with your team early and often as the key to retaining and developing people. The tips we share will impact how you prepare the interview setting and greet the applicant, it may change how you storytell and ask questions within the interview, and it will alter how you think about engagement with the applicant AFTER you conclude the actual interview. 

Sharing your employer brand and company culture before an applicant even has an opportunity to accept or decline a job offer from you is critical! This is your chance to show candidates what makes your practice unique and why they should want to work for you. Your company's brand is more than just the logo and marketing materials. It's the sum total of your company's values, mission, the way you do business and the way you treat your employees. And just as consumers choose brands that align with their values and lifestyle, job seekers also want to work for a company that shares similar values and goals.

If a candidate sees themselves in alignment with your practice’s brand, they are more likely to be motivated, engaged, and committed to their work. You don’t want people to be surprised when they come to work for you, you want them to know exactly what to expect. The result of this approach leads to increased job satisfaction, improved performance, and a more positive work environment.

To attract your ideal candidate, you need to be able to communicate your brand effectively. One way to do this is by highlighting your company's unique selling points during the entire interview process. This could include your company's mission and values, your commitment to your community, your focus on employee well-being, or any other aspect of your business that sets you apart from competitors.

In addition, make sure your brand is consistent across all touchpoints, from your job descriptions to your social media presence. This will help ensure that candidates have a clear understanding of what your practice stands for, even if you are not personally in the interview, and what they can expect if they choose to work for you. In fact, we ask people to visit our website as well as our social media pages as we have a strong online presence that will give them a feel for the culture of our company. 

Stay tuned for our next post in this series on “Setting the Stage” which walks you through how to set the tone of the interview for a positive experience.