Before denying a recruiter the opportunity to sit in on a candidate interview, consider the value first.

For both hiring managers and job seekers, having your recruiter sit in on a job interview can be highly valuable. At Lucas Group, we recognize that great talent is the basis for all successful companies. Our primary objective is to help build teams that not only help solve immediate business issues but that drive long lasting achievements.

We work with our clients on resource needs and review requirements to make sure that we do our best to understand our clients’ culture and company brand. We identify and recommend specialized professionals to fill their roles. However, some of the best insight can be gained from sitting in on the interview and can be crucial to finding the ideal match for positions, especially in the most skills challenged, competitive, urgent situations.

And let’s be real….. if a candidate is interviewing, we’ve done a pretty good job thus far! But what happens during the actual interview will directly impact whether a person gets hired or not.
A client might ask: “Well, what do I get out of it?”

Recently, I had a client challenge my desire to sit in on an interview. Prior to the interview, I met with the client, giving them the sense for our process and explained what they could gain by allowing me to sit in on the interview. First and foremost, by sitting in on the interview, we are showing our clients our commitment to being a true business partner. By allowing the recruiter to sit in on a job interview (strictly as an observer) you’re giving him or her access to invaluable information, subtle details and clues that may have been hard to convey on simply the position description. We strive to find the exact type of talent our clients are looking for and the best personality type that will fit their company culture. “Sitting In” allows recruiters to gain insight into more critical aspects to filling this role with the RIGHT person.

Further, following the interview, recruiters are able to debrief with the employer immediately afterwards to share observations, pertinent insight and feedback into their own process in order to better understand what went well or what could have been better in the interview process. Ultimately, having the recruiter sit in on the interview will save the client time and assists in finding well-suited talent as well as help to build a solid, strategic relationship.

As executive recruiters, we strive to qualify candidates based on skills, personalities and cultural fits. While we act as career counselors for candidates, often we are the client’s ear to the ground, giving them the latest industry updates. The IT industry is highly competitive and is very much a jobseeker’s market. Let your recruiter sit in on the interview! You can rest assured that you will find the talent you need quickly and efficiently and stay ahead of your competition.

Have you allowed a recruiter to sit in on an interview? What did you gain from it?