While a traditional interview places candidates in the spotlight, a reverse interview turns the tables. Here, candidates or even current employees can ask questions, diving deep into the aspects of the company, culture, and role that matter most to them.
This is a more formal part of the interview process, not a quick “Do you have any questions for me,” in the last five minutes. Interviewers need to offer time during each interview or stage for questions, but a reverse interview is planned. It signifies the importance of a good match for both parties.
When should you use reverse interviews?
Reverse interviews are ideal in a final round or post-offer but pre-acceptance. It’s a time when candidates consider their options and need deeper insights to make an informed decision.
Why should you use reverse interviews?
This approach empowers candidates, ensuring they comprehensively understand their prospective role and the company. It’s a tool to ensure fit and boost commitment, as employees feel more invested when they know exactly what they’re walking into. Besides, it allows everyone to focus on the long-term aspects of job satisfaction and employee loyalty, instead of dollar signs and benefit packages.
Source: Employer - hired.com
