Does Your Interview Process Communicate the Right Message to Candidates?
The interview process is crucial for you as the employer and the candidates you’re hoping to attract and possibly hire. After all, this is not just your chance to learn about your applicants. It’s also their opportunity to fall in love with your company culture and the position.
Therefore, it’s critical you ensure your interview process sends the right message to candidates. In fact, according to the 2019 Recruitment Trends Study, 95 percent of candidates said their experiences during the interview process will somewhat or strongly influence whether they will accept a position.
That’s not all: 74 percent feel the interview process is somewhat or very revealing about the company’s work culture.
With that in mind, it’s easy to see how a strong interview process can excite potential hires about your company. Since you only want the best, it’s your duty to showcase your organization in the best light possible. This, in turn, will help keep strong candidates engaged, making it more likely they accept a potential offer to join your organization.
Here are some key tips for giving your interview process the boost it needs to get the strongest candidates in the door and working for your company:
“The interview process can make or break your relationship with an interviewee,” according to careers expert Twila Grissom in an article for Forbes. “The importance of both parties making a good impression (whether or not the candidate is offered the job) can lead to your company being seen in a favorable light–or not.”
To this effect, she recommends doing a few things to communicate this important message and make a lasting good impression. These include:
- Helping the candidate feel comfortable: This is the first step in ensuring you’ll attract strong talent to your organization. Make sure interviewers and HR staff are authentic and human with the candidates. “Upon arrival, show the candidate your entire space. If they are to feel comfortable working with you and the team, they should be able to see as much as possible and not just be ushered into a single room for the entire time,” according to Grissom.
- Be professional: While it’s easy to expect the candidate to be professional and pull out all the bells and whistles to impress you, the employer must also do their best to maintain a high standard. “Be on time. Share a schedule with the candidate and do your best to stick to it,” she writes. “Be sure to reserve a space. It leaves a terrible impression if you’re wandering about, which can make you seem completely inept at the basics of meeting-setting.”
- Be on their side: A final piece of advice to send a strong message during the interview process? Simply treat a candidate well. “If you treat a candidate like you’re already a fan of them and their work, they’ll continue to exceed expectations,” notes Grissom. “Reward confidence, and keep in mind that the ability to work with someone is far more important than their raw skills.”
By following these three critical pieces of advice, not only will you have a more enjoyable interview process for your own employees, you’ll also gain new hires who are excited about the company and growing at your organization.
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