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A company’s employees are its greatest asset, and a positive interview experience for potential employees has remarkably powerful effects on a company’s image and its ability to attract quality employees. The hiring process takes time and money, and most corporations are looking for employees who intend to stay long-term. Even when using a recruiting firm, the final job interview will be performed by you, so we have compiled the following tips to ensure that you are creating the most experience possible:

1. Knowing the most important criteria for the open position will ensure that you get the right kind of applicant and save you considerable time and effort. One way to avoid this is to have one of your specialists develop the skills outlined for the position, with a brief explanation of how vital the skill is to the job. There’s no perfect candidate, so looking for potential and a willingness to grow are as important as technical skills.

2. How clear are the interviewing guidelines at your company? Can they be used for any level of interview? Have there been any changes made to them based on interviewer feedback? Having a clearly-defined process with guidelines provides interviewers with a framework. This framework should be made clear to applicants at the beginning of the process, too. The applicant should be informed of the number of interviews required or if a small work sample is needed. Engaging the applicant with useful information about the process builds rapport and highlights the positive aspect of working at your business.

3. There are situations where a work sample is necessary to ascertain knowledge, such as for certain technology positions. Projects should be limited and targeted, and all applicants interviewing for the same position should have the same project. Ideally, a work sample should be short and test the most important technical skills required. Showing respect for the applicant’s time showcases how seriously you value employees, making your company more attractive to high-value prospects.

4. An interview is actually a one-on-one chance to profile the best in your company, so encouraging courtesy and respect during the process is key to success. Recent studies have shown that companies that misuse the hiring process suffer. For example, an applicant who interviews with a rude hiring manager or needs to jump through many hoops in order to compete with other applicants is more likely to tell colleagues about the bad experience. Some disgruntled applicants also take to the internet, with damaging results to the company and brand’s image.

5. You may have received a tsunami of applications for a position. Fortunately, most of them probably came via computer. For applicants who are not good matches, a formal letter response is sufficient to let them know that you have selected another candidate. Applicants who actually begin the interview process should be informed of your decision to either continue or stop the process within five business days. If you find that there is a scheduling conflict or issue preventing a timely follow-up, send an email to the applicants to let them know they are still being considered for the position.

The hiring process underpins corporate culture: interviews are the first contact with new employees and set the bar for standards and behavior. Your interview process should radiate respect for the applicant as well as the interviewer. There are no guarantees that you will be able to find the “Perfect Candidate”, but by extending courtesy and expressing professionalism, you can certainly attract the right kind of talent. For more interview tips or questions, please contact us today!

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