From the minute a candidate applies for a role, your business is on interview too. From the first communication to the way they’re waved out of reception after an interview, all has an impact on how your company is perceived. Making it a positive experience will help set the foundations of any good working relationship. See below for some pointers and if you’d like to discuss tweaking your current processes, give me a call.
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Candidates who had a positive experience in the recruiting process will more likely accept the job offer, reapply in the future and refer others to the company, which means improving your employer brand.
- Talent Lift
Ensuring that every communication had by your candidate is an efficient and pleasant one will go a long way to winning top talent over your competitors. The basics such as a smile at reception and being seen on time will add greatly to their overall positive perception, even if they don’t get the job.
THE GOLDEN RATIO
In most interviews, if you're speaking more than 25% of the time, you're talking too much. Aim to ask open-ended questions, listen, ask a follow-up questions and then repeat the process for your next subject. Less telling and more listening.
57% of candidates will lose interest in a role if the process is just too long. Most say that waiting for a decision in 3-5 days after the interview is usually acceptable.
- Robert Half
By giving your candidate an approximate timeline to when they likely to hear the result of their interview and what the next stage could be, gives them confidence that all is in hand and both the process and they, are being taken seriously.
PREPARATION IS KEY
According to LinkedIn, a huge 83% of talent say that a negative interview experience can change their mind about a job or company they once liked. Thankfully however, 87% of talent say that a positive interview experience can change their mind about a role or company they once doubted.
Preparation is key and by ensuring you have everything you need to hand (their CV, your core questions, the job brief) in plenty time, you’ll be in a great position to give each candidate your full attention. And of course, turn your phone to silent!
VARIETY IS LIFE
Don't leave your questions to chance, the candidate can tell. They will have researched and prepared some answers and so they may answer a number of your questions in just one answer - prepare plenty of questions in case you need back-up material! Mix it up to get an overall picture of the candidate.
Use ice-breakers, traditional techniques, behavioural, situational and cultural questions. This will give you a comprehensive understanding and excellent overview of the interviewee and provide them with a detailed, intriguing and thought-provoking experience.
Ensure you are fully prepared and ideally use a simple matrix to assess your thoughts and reasoning.