Interview processes you should avoid

interview processes

We no longer live in a society where it is enough to expect a candidate to impress the interviewer – putting on a song and dance to prove they are capable. These days [Tweet “it is equally as important to sell your business to the candidate”] – why should they want to bring their skills to your organisation? What can you offer them that your competitors can’t? Your interview processes need to be first rate.

If you aren’t able to articulate the benefits of choosing to work with you, you are unlikely to attract the top talent you need to drive the business forward.

‘Bad’ interview processes can result in negative PR for an organisation and prevent talented applicants from even considering you as an employer, either now or in the future.

Read: Savvy candidates catch on to interviewer bias

Timescales

While most candidates are aware of the business needs for process when recruiting, it is important that you set expectations for any process. Good candidates are said to be snapped up after only 10 days on the market. Long and drawn out recruitment processes give companies a bad reputation and will put candidates off applying for future roles – meaning you could miss out on talent now and in the future.

[Tweet “Is your process agile enough to ensure you get the best talent around?”]

Read: Why you should daydream if you want interview success?

Uncertainty

say yes

There will always be those times when a role is unexpectedly no longer available to be filled and candidates, however disappointed, will normally accept this. However [Tweet “when there is constant uncertainty about a role, good candidates will be put off.”] This usually comes from businesses releasing a vacancy to an agency before they have really taken any time to review if the role is required, what it should look like and who they are looking for.

Do you review vacancies to ensure they are fit for purpose before advertising?

Read: 9 interview follow-up tips you MUST use!

Feedback

Giving feedback after interviews is a key element to any recruitment process, but one that many companies fall foul of. And by feedback we mean constructive useful feedback that allows the candidate to understand why they were not selected, or why they were, and how they performed at interview. A simple ‘other candidates had more experience’ is no longer seen as adequate and again will give a company a bad reputation for their recruitment processes.

Do you have a process in place to ensure timely, constructive feedback is given to all candidates?

Originally posted on NJD People Consulting on April 18th 2017

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