​Ineffective Recruitment - Part 5

Hazards to avoid: Part 5 – Navigating the Interview

In parts 1-4, we discussed the importance of planning, exhausting the market, and writing effective job copy. Now let's explore what can go wrong during the interview stage. You've invested time and resources into launching your recruitment campaign and attracting a pool of strong candidates, and you're eager to engage with those you've selected for interviews.

​

What can go wrong?

​

Often, the interview stage isn't planned with the anticipation of meeting the ideal candidate. Failing to effectively engage with candidates can result in losing them at this point. Here are some common pitfalls that can put your perfect candidate off:

​

Inflexible Interview Dates/Times:

​

While it's crucial to coordinate internal schedules to ensure all necessary parties are present, offering only one date for an interview might not accommodate the candidate's availability. Some businesses interpret this as a lack of interest on the candidate's part. However, at this stage, the candidate's commitment isn't fully established. Providing multiple date and time options demonstrates empathy toward individual circumstances, and a willingness to accommodate to a reasonable extent.

​

HOT TIP: Coordinate schedules to offer at least two date options and 2-3 time slots on those dates, showcasing flexibility and understanding.

Lack of Flexibility in the Process: Candidates may be engaged and enthusiastic after one or two meetings but may be involved in other recruitment processes. Their need for expedited interviews doesn't reflect disinterest in your opportunity but rather a discerning approach to exploring their options. If they're considering similar roles, it's a positive indication of their focus and self-awareness.

​

HOT TIP: Shift your mindset to view candidates in other processes as strong contenders that you don't want to lose.

Not Walking the Talk: If your job description or recruitment partner has painted a detailed picture of your culture, brand, and team, the interview experience should reflect those descriptions. Inconsistencies between expectations set by the job description and the interview process can lead to confusion, disappointment, and frustration for candidates.

​

HOT TIP: Ensure that the interview experience aligns with the promises made in the job description. Prepare questions, approaches, and content that mirror your company's culture and values.

Interview Style: While every hiring manager brings a unique approach to interviews, you need to ensure that essential elements are covered consistently throughout the process. It’s ok for individuals to adopt their own style as long as they are maintaining alignment with your business' goals and values, and the fundamentals of best-practice interviewing are followed.

​

HOT TIP: Provide training sessions or briefings for hiring managers, covering best practices in interviewing, cultural alignment, and communication skills to ensure a positive candidate experience. Encourage flexibility in approach while ensuring that all essential aspects of the interview process are addressed consistently.

​

If you’d like to sense-check your recruitment strategy, reach out anytime at 01789 451510 or get in touch.