Corporate Interview Blueprint

—The impression you make on the candidate during the selection process is an important factor in the candidate’s decision to accept or decline your offer of employment. In the talent acquisition world, this impression is usually referred to as the candidate experience.

—Make the experience personal, allowing them to get to know you as well as the company. Create connections where possible. —Be prepared to answer questions about Simon’s culture, innovation, accolades, what you like best. They will ask. This guide provides you with some of this material, but make it authentic. —Remember the candidate is interviewing us just as much as we are interviewing them. Be prepared to sell them on Simon. —Most importantly, always treat the candidate with respect. Research shows that candidates are very likely to spread the word about their experience. If it is a positive one, they will refer a friend, re-apply and even purchase products in the future. We want all candidates – regardless of our interest in them– to speak positively about their interview experience with us to their friends and family. —A poor experience has the potential to negatively impact our employment brand, talent pipeline and bottom line. Imagine the potential revenue loss to Simon’s bottom line if a candidate, who is also a shopper, has a poor candidate experience and no longer spends money at Simon properties.

—Familiarize yourself with all of the resources and tools included in this guide prior to conducting the interview.

—Make the candidate a priority while he/she is here.

—Be prepared for the interview – schedule time prior to the interview to review the candidate’s resume and prepare questions. Block off the 15 minutes prior to the interview so that you’re not rushing.

—Share the history of Simon. It’s a great story – know how to tell it.

— If it’s a candidate you have already spoken with, and we know we are interested, contact the candidate prior to the onsite interview to express your excitement in meeting him/her.

—Delegate a team member to take the candidate on a tour of the building or mall.

—Make the candidate feel welcome.

—Keep to the interview schedule. Be on time for your interview and encourage your interview team members to do the same.

7