Better interview planning can help land the ideal candidate for you and your team.

Let's face facts. If a recruiter has done the job right, it has sent you two to three candidates who meet your criteria. But in the first few minutes of face-to-face interviews with these candidates, you know which one you want. You also know that for most positions you need the next level individual or group from your company to also interview this person.

This is the time when a candidate can be lost for a number of reasons. This is when an interview is being conducted on both sides. Two of these reasons are discussed in this article.

The Partner Factor
You want to be convinced that this candidate is right for you and your company. The candidate wants to make sure your company and location are right for them and possibly someone else. That's right, especially in these days of two-income families, a spouse or partner is likely involved. The reality here is that there is a legality issue in asking a candidate if there is someone else….but, if they bring it up, you need to take notice and prepare.

The candidate has the education and experience you have asked for, you have budgeted the position, everyone that has interviewed likes the candidate, you have put together a package of salary and benefits including a great relocation package, and then suddenly the candidate turns it down. A number of things could have happened.

If the candidate mentioned a partner in any of the conversations, and no one addressed it, chances are good this may be the reason for the turn down. The partner hasn't seen the town, would be out of a job, and doesn't know about the type and cost of housing. From both the candidate and partner's perspective, they are giving up friends and, frankly, they're not moving without having more information.

Don't assume the candidate has had in-depth discussions with their partner and don't assume you can leave the partner out. A trip for the partner is essential. Touring the area with a knowledgeable (but not pushy) real estate agent can be a deal maker. In most cases, this agent has additional knowledge about the area such as schools, crime rate, job opportunities, etc.

The local chamber of commerce (as well as your HR department) should have packages of information about the area for the partner and candidate to review. Finally, a lunch or dinner with some of the people from your company and their partners, can work wonders. The partner will feel that they are part of the process and again, let's face facts, they are.

Planning the Interview
Another reason candidates are lost just when you think you have landed them, is that they have lost interest or possibly have been alienated by your face-to-face interview process itself. You must show the candidate (especially the one you really want) the same respect you expect of him or her.

Candidates are typically very sensitive about planning details related to their visit-interview. They will be acutely aware of not having received a planned schedule or if other interviewers seem confused about meeting times and locations. They will notice if you read your e-mails or answer the phone during the interview.

They will also notice if you ask the same canned questions (read from a sheet of faded paper) that other interviewers have already asked. They will certainly notice if you tell them they will be notified of the results of the interview by Friday of the following week, and no one from your company calls.

Facing facts once again, the candidate is probably interviewing with your competitor as well. Using a well-worn cliché, you must do your homework ahead of time. By putting a little thought, effort, and creativity into the face-to-face interview process, you stand a much better chance of getting an ideal candidate to join your team.