I always have two goals in each interview process: first, to find and hire the best candidate for the position, and second, to differentiate my company within the business community. The first goal is obvious, but the second is often neglected by human resources professionals. I want every interviewee-not just the lucky winner-to leave with a first-rate impression of The Hamister Group, Inc.

One of the best ways for me to enhance the reputation of my company is to provide and obtain timely feedback after second interviews. In our organization, second interviews are typically held with the report-to manager. If the interview is held within our corporate office, I will pop into the interview room as soon as the manager is finished. This is my chance to obtain more information and show candidates that their impressions matter to me. Holding the debriefing immediately after the manager's interview (before I even speak to the manager) shows respect for the candidate's time.

I usually ask the following questions during this three to five minute debriefing:

• Was my communication of the position consistent with the manager's description? (This helps me to make sure that I understood and communicated the position properly.)
• Would you like to report to this person? What was your overall impression of the manager? (We already know that the person is a fit for the company, but we need to know if s/he is a fit for the manager.)
• What did the manager focus on? (The answers to this question give me an even greater understanding of the position.)

If the second interview takes place at one of our business units, I will debrief the candidate over the phone. In this case, I have the manager call me immediately after the candidate leaves the building. If the manager does not want to go further, I will inform the candidate right away. Again, I do this out of respect for the candidate's time and career search. I ask candidates to call me after the interview: the speed at which they call gives me an indicator of their interest.

I tell all candidates whom I see or speak with after the interview (the only exception are those off-site interviewees who fail to call me after the meeting with the manager) that I will give them an update on the process by the close of business that day.

In many cases, an update means that I will let them know that they were not selected. I always take care to do this as nicely, warmly, and as quickly as possible. Sometimes a runner-up will move into first place if the top candidate doesn't work out, so it's important that they have a positive impression of the company. If I really like candidates, I might ask if they would consider employment with the company in another position.

Even if I decide that the candidate is not a fit for us under any circumstances, I will still thank them and let them down nicely. Most importantly, I always cut people loose over the phone . Anyone who takes the time to interview with us deserves more than an email or letter. Yes, I've been yelled at, told that I wasted their time, and informed that they were never really interested in the first place. But most people are thankful that I took the time to call and will speak of us highly within the community.

Unfortunately, debriefings and updates are respectful gestures that other companies just don't practice. For The Hamister Group, Inc., however, timely feedback is an essential component of our absolute commitment to professionalism.

Dan Kutis is the Corporate Recruiter of The Hamister Group, Inc., a growing hotel and health-care management company. Feedback can be sent to him at news@hamistergroup.com . For more information on The Hamister Group, Inc., see www.hamistergroup.com