Client Information - Interviewing CNA Candidates

CNA candidates are different in many ways to others you may have received previously. As well as being well-briefed and prepared by their CNA Consultant and of a high calibre, they will be inquisitive.
 
The main difference is that, having been head-hunted, they may not see themselves as ‘job applicants’. Because they aren’t necessarily looking for another job, they may not ‘sell themselves’ to you. Instead, they will have indicated - for the right role and reward - they would be open to exploring a challenging new opportunity with you.
 
The first meeting is therefore critical. Both you and your CNA candidate(s) will want to satisfy yourselves that there is enough potential to justify a second, more in-depth meeting. It is at this second stage that you will want to conduct a more in-depth, rigorous assessment. If you plan to use psychometric and/ or capability testing tools, these should be scheduled at or just before the second meeting.
 
Having invested so much time with them, your CNA Consultant will be able to advise you on how best to approach each different candidate. Making use of CABS® , he/ she will give you insight into their concerns, aspirations, and other drivers.
 
Its important you accurately and enthusiastically present the opportunity, outlining the scope and potential for the role and post-holder. Take time to describe the organisational culture, challenges, product(s), and market(s). Though they will have heard this from their CNA Consultant, its important they hear it also from you. You will also want to create a positive impression! Like you, they will use the first meeting to determine if the ‘chemistry’ could work between you?
 
The aim of the first meeting is for your CNA candidate(s) to come away thinking there is a challenging and interesting job to be done which they would be keen to do.
 
The first meeting should therefore be informal, lasting up to an hour. You will want to be free from distraction during your meeting, the environment is conducive to a relaxed but serious conversation, and the candidates are treated hospitably. Make sure you are well-prepared, with a copy of their CNA profile/ CV in front of you.
 
You should ensure the meeting location is appropriate. Recognising any sensitivity around confidentiality, would it be better to meet off-site at a neutral venue?
 
Because you can’t hire everyone you see, if you have questions about a Candidate’s suitability, direct them to your CNA Consultant, so as not to ‘shut door' with the candidate. So as to enhance your employer brand, your CNA Consultant will professionally release after the event those you don’t wish to progress with.
 
After your meeting, your CNA Consultant will call you to receive your detailed first-impressions/ feedback. Is there enough potential to warrant a second, more-in depth assessment at second stage? What are their strengths and weaknesses?