Uber's Global Recruitment boss reveals 3 tips you should give your candidates

Advising candidates on what to expect in an interview situation is part and parcel of being a top-notch recruiter. Interviews are synonymous with sweaty palms, buckling knees and nervous jitters, so easing your candidates’ minds prior to the main event is not only advisable, it’s necessary.

Uber’s Global Head of Recruiting, Jim Baaden, recently explained to Business Insider what recruiters should be telling their candidates to do before, and during, an interview. He prefaced his three tips with the reminder that a good interview begins with a perfected CV.

"I think a résumé should be a high-level and, as much as possible, a quantitative representation of what you've done," Baaden said. "You can jump right into the meat of an interview with a candidate."

His three tips can be found below.

1. Always be prepared

Baaden explained that recruiters should be telling their candidates to read up on any role before heading to the interview. He pointed out that under-preparing is the worst mistake a jobseeker can make – so, as a recruiter, it’s up to you to advise them.

Baaden also said that, at Uber, applicants must have to answer three questions: “Why Uber?”, “Why this team?” and “How has your work experience made you a good fit for this role?”

He said: "Any company you're going in and interviewing for, you should get familiar with their product.”

2. Tailored responses

Never send a candidate into an interview with stock answers, or a stock CV. It’s important that they note the differences between different roles, companies and teams in order to really come across as a viable jobseeker.

“Companies operate differently; they're structured differently," said Baaden. "[A candidate’s] awareness and research on the organisation should help [them] craft an answer that's specific to that environment."

3. Evoke curiosity

Curiosity is an attractive trait in candidates. You should be telling your applicants to ask as many relevant questions about the firm they’re interviewing for as possible.

Baaden recommends telling your candidates to act like the interview is a conversation – where both parties discuss and debate topics. 

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