Is Your Interview Process Losing You Valuable Talent?
If you’re a hiring manager, then knowing how to get the most out of the interviewing process is key.
Our consultants speak to tech leaders daily and have seen some great examples of how to conduct an interview (and some not-so-great examples too...)
Here’s what they had to say:
It is likely that your candidate is nervous so it’s a good idea to keep it conversational at the start. Don’t go straight in with the hard-hitting questions, take the time to introduce yourself and help them to relax a little.
This isn’t to say that you should base your decision off of whether you have a good chat or if it turns out you support the same team or like the same TV shows. It is important to remember that diversity is key to the success of your business.
There is a huge issue of unconscious bias in the interview process. Make sure your hiring team reflects the talent you want to attract and agree beforehand what skills/attributes you are looking for and the use of scorecards can help give an objective measure and tackle bias.
More and more businesses are doing away with the traditional reliance on the CV. Using work samples, technical tests, group exercises and gamification are all great ways of assessing a candidate’s technical skills and not where they went to school or how chatty they are in the interview.
You expect the candidate to be honest and you should do the same in return. 40% of new employees who quit soon after being hired leave because the role isn’t what they were expecting.
Lay out clear expectations about their day-to-day role and long-term career path. If you don’t know the long-term progression just yet, be honest about this.
The market is completely saturated at the moment, with the job to candidate ratio leaning completely in the candidate’s favour.
You need to move quickly.
People don’t have time to wait around for a 4-stage interview process lasting almost 2 months, guaranteed that while you faff around with this, your competitor will snap up the hottest talent.
Be transparent about your interview process and the time it will take.
If you are working with a recruiter, agree on a timeframe and then stick to it. If you are sent over potential CVs or portfolios, be timely with your feedback so that the candidates can be informed, and an interview can be set up.
Post-covid, flexible and remote working has become the new normal. Counter this into your decision. Why dramatically decrease your talent pool by only looking for candidates within a 10-mile radius?
Ask yourself if the role can be carried out 100% remote, and if it can, then keep an open mind of who will be the best person for the job.
If you aren’t excited about the role, then why should they be?
This is your opportunity to sell your company.
Regardless of whether it is an in-person or remote interview, make your candidate feel like a priority.
Set aside the proper time. It does not give a good impression of you as a place to work if the interview feels like a chore.
The interview is in place for you to pick the perfect candidate, and for the perfect candidate to pick you. Don’t forget this when you are conducting the interviews.
You may find the best person for the job, but they may not think you’re the right business if you come across badly in the interview.
80% of employee turnover is down to bad hiring decisions. There is no quick fix to the complex challenges hiring can prompt, but you are not alone in this struggle.
We talk to startup and scaleup founders everyday who are experiencing the frustrations hiring can bring, and our consultants guide founders through the intricacies of the interview process every day.
If you want any further advice on any stage of the hiring process from planning and attracting the right talent to interviewing and seamlessly onboarding your new starters; we have you covered. Our Talent Guide for Founders covers the biggest hiring mistakes and how to avoid them.