Your Interview Process

We need to talk about your interview process. Things are changing fast in the hiring market, and organizations have to adapt. You can’t tell a candidate no or ghost them and expect them to be standing there when you change your mind in 3 weeks. So how should organizations streamline and improve their interview process?

  • Clarity and Efficiency Are Key

According to a study conducted by Career Builder, 83% of potential candidates say that the hiring process could be improved if employers provided a clear timeline. This goes for interviewing processes as well. Most organizations think they’re doing a good job defining the interview process and sharing information with candidates, but many feel that they are still being left out in the cold. Job seekers are wanting clearer communication and better-defined timelines which means that organizations must be efficient with providing information promptly, and give clarity to candidates when needed.

  • Prepare and Get On The Same Page

One of the most important aspects of the hiring and interview process is deciding what your company is looking for, in terms of skills and company culture. Use the job description to create interview questions, and make sure your whole hiring team is on the same page. If you are conducting a team interview make sure you have varied members so that your panel can ask the right questions for the job in question without overwhelming the candidate. See our Team Interviews blog for more detailed information.

  • Be Selective

In order to really streamline your interview and overall hiring process, you need to be more selective in the candidates you choose and keep in touch with them through the whole process. Making sure to touch base helps keep job seekers engaged while helping recruiters to keep tabs on whether the candidates are still interested in the position in question. If hiring managers don’t keep in touch with a candidate, it may harm the organization’s reputation, or make the candidate less interested in taking the job if they’ve been “ghosted.” Making sure to narrow down the candidates you are really interested in ensures that you only have to keep in touch with a select number of people which improves the experience.

  • Don’t Wait

Considering that the average job search time for a top candidate is only 10 days, hiring managers should act quickly when they spot a promising applicant. Eliminating unnecessary steps in the interview and overall hiring process and sharing information immediately with candidates or recruiters can help move the process along and lower your time to fill. While you don’t want to rush into hiring someone, waiting too long to hire someone you are interested in could cost you top talent. Bottom line, If you want a candidate to join your organization, you need to move fast.

  • Final Thoughts

Organizations need to adapt to survive. Hiring statistics from 2021 show that giving candidates information with speed and clarity about the interview and overall hiring process enhances their experience and helps to create an effective employer brand. Because we are in a candidate-driven market, organizations cannot afford to fumble in the interview or overall hiring process.