‘Death by interview’ is a phrase used by HR thought leader Dr John Sullivan to highlight the demoralising yet persistent habits of many employers that lead to a poor candidate experience.
As an employer, you may think the phrase doesn’t apply to your hiring process but you could be wrong. Recent figures suggest that despite the best efforts of hiring managers, 48% of candidates still have a negative experience during their job search and 64% share those negative experiences online.
To be successful in attracting and retaining talent, employers must pay close attention to this stage of their talent acquisition strategy. State-of-the-art talent recruitment systems will help to revive a flagging interview process and incorporate the solutions suggested in Dr Sullivan’s article.
Pay attention to cultural fit : Pre-employment assessments integrated with applicant tracking software will help to align your candidate selection with your culture. Create questions that fit your company needs, specific duties of the role and filter into a more detailed candidate assessment. Evaluate the type of environment that suits the applicant and the management style that motivates them the most. Do the results match your requirements? If your company doesn’t have a recruitment management system (and even if it does) consider peer interviews – allowing future co-workers to assess a shortlisted candidate – as part of your overall hiring strategy for a better fit. That comes with a caveat on the maximum number of interviews per candidate, see below.
Limit the number of interviews : In terms of interviews, less is more. Use your recruiting software to quickly share information, assess candidates and cap the number of interviews per candidate at three, maximum. Any more suggests a broken hiring process. Get clarity on your average interviews per hire through live recruitment analytics provided by your recruiting software. Integrated applicant tracking systems will expand on that data by identifying the points where talented candidates are quitting your pipeline. If it’s during the interview process, you have a problem.
Avoid repeating yourself : Posing idential questions to candidates in successive interviews will create the impression of a disorganised HR team who fail to communicate on key matters. Choose recruiting software that allows easy sharing of information with all parties involved in the interview process to avoid embarrassment.
Collaborate on the final decision : Allowing hiring managers to make a decision on candidate selection in isolation will increase the risk of a bad hire. If you need to hire fast, record the interview for online review by relevant decision makers. Support this with recruiting software which shares key information and allows team members to annotate comments and suggestions before the final decision is made.
Communicate consistently : If you fail to engage with potential talent through your applicant tracking software you risk losing your best candidates. Be transparent. Let applicants know how long the overall hiring process will take and the likely frequency of your updates. Remember the 64% of unhappy candidates who express their frustration on social media! Allow self-scheduling of interviews through your automated system and stay engaged. If an unavoidable delay occurs, your candidates should be the first to know.
Personalise the process : The CEB survey highlighted a concern among applicants who believe many employers fail to add an ‘individual’ touch to the candidate experience. For some, this fact alone justifies the argument against the use of recruiting software, but used effectively, technology enhances your interview process. Modern technology enables HR teams to create automated, personalised messages to qualified applicants both pre and post interview. Talent acquisition specialist Lou Adler believes that this is a ‘must have’ function of all recruiting software and highlights the need for personalised recruiting notes which thank candidates for their application and explain the next steps. Note the emphasis on ‘personalised’.
Recruiting software should not be limited to identifying a number of qualified CVs that pass through an initial round of automated screening. It must contribute significantly to the improvement of the candidate experience. Avoid ‘death by interview’. Understand your hiring process and hire better people, faster.
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Further reading :
Talent Acquisition : 3 Steps To Understanding Your Hiring Timeline
5 Reasons Your Business Needs Recruitment Analytics