Recruitment Process Losing You Candidates?
Ever wondered why you aren’t employing the best candidates or losing good people throughout the recruitment process?
It’s exactly that, your recruitment process.
The market has changed. It’s no longer enough to sit in your office, interview candidates and expect them to want to work for your company just because they came along for an interview or want to change roles. There are some high calibre people out there currently and there are also a number of great companies and opportunities for them, despite the uncertainty of Brexit and the threat of a possible recession.
It’s a candidates market and unless companies have a smooth recruitment process, and go that extra mile to engage and attract talent, they will go to your competition.
We hear comments all the time including:
“I wouldn’t interview there again, I saw them last year and received no feedback”.
“The person who interviewed me wasn’t prepared and wasn’t engaged”.
“The process was clumsy and endless”, “It took weeks to get any feedback”.
This is just a few of the comments we hear on a daily basis.
So how can you correct this?
The first step to elevating your brand is to have a well thought out and informative job description which not only outlines the requirements of the role but also provide a rounded view of the organisation and the company culture. Careful consideration should go into defining the role and the profile of individuals you want to attract. Not only will this show candidates that you are serious about hiring it shows that you have a good grasp of what is required in the role.
Have a structured interview process that is adhered to, ensuring consistency of interviewers at each stage. Be wary of having too many steps in the process and having too many people involved, this will just lead to confusion and often differing opinions which should have been ironed out at the beginning of the process.
All individuals in the interview process should be aware of both the technical / hard skills required in the vacancy as well as the softer skills such as gravitas, communication and goal-setting and these should be agreed upon prior to interview.
Prior to any interview all interviewers should have fully read (not just scanned) the candidates CV and be prepared with specific questions relating to that candidate’s experience to ensure that the best use is made of the time available.
The Interview Process
It’s extremely important that every candidate walks out of an interview with a great impression of you and your business, whether you want to hire them or not. Candidates are one of the biggest marketing tools you have and leaving them with a good, or indeed bad, impression will have an effect on how the company is perceived in the market. To ensure candidates have a positive experience stick to the following steps.
Ensure that the interview process is as slick as possible. This is the candidate’s first impression of your company and often is very indicative of what it is like to work there. Earmark interview dates for each stage and stick to them. Candidates will appreciate that you have put some consideration into the process and it shows that you are a professional organisation.
There should never be any surprises when candidates turn up for an interview, they should be made aware well in advance of whom they are meeting. If an interviewer isn’t able to attend and sends a replacement, make sure the candidate is alerted.
Will it be competency based, a panel interview or other type of interview? Ensure candidates are well briefed beforehand and any preparation is clearly outlined.
Be on time, if you are going to be late at all then make sure somebody advises the candidate. When interviewing, candidates will have taken time out of their schedules in order to prepare for the interview and will often have taken time out of their current job in order to attend the interview, it is therefore important to respect that this is a two way process and the effort they have made.
If a presentation is part of the interview process then consider whether it is absolutely necessary or not. Be clear about what you want to get out of it and make sure candidates, and interviewers, are well aware.
Always provide clear and constructive feedback within 24-48 hours of the interview – failure to provide any feedback at all give a bad impression and can leave a bad taste, especially after the effort they’ve made and time they have taken off work to meet with you.
So, to wrap up, ensure the hiring process is professional and reflects the company, the culture and growth plan. Ensure the relevant people are conducting the interviews and that they are prepped and will give the candidate a positive experience. Even if you don’t want to hire a candidate, they should always come away feeling they want the role and want to work for your company. A candidate is a walking, talking marketing tool for you and can easily put negative feedback on your company into the market, likewise they can send a much more positive message. Which would you prefer?