Stay on Track with Your Interview Process
3 Easy Steps
Is Your Interview Process Derailing Top Talent? Get It Back On Track.
Understanding your internal screening process is just as important as communicating the qualifications or requirements to a candidate. A company’s interview process paints a vivid picture of their internal communication failures or successes. The more prepared you are for your candidate’s first interaction with your company, the easier your job will be managing their expectations.
1. Define Your Screening Process for Each Position
When interviewing a sales executive, you may test their presenting abilities by requiring a large panel interview. When interviewing an electrical engineer, you may require a testing facility qualifying their PLC or HMI troubleshooting abilities. Each position will likely demand different settings, tests, or presentation platforms.
Regardless of the interview process, you settle on with your hiring team, you must clearly outline the process for your candidates. The more you’re able to communicate with the candidates about your process, the more they’ll focus on the actual opportunity, rather than theorizing about the next step.
When working with your hiring team to determine how many phone screens, onsite interviews, lunch interviews, or presentation platforms are required, identify exactly what you’re trying to accomplish with each interview, and you may realize you have an extra step or two that is not needed. The interview process can already be redundant and stressful. Painting candidates a clear picture of their “discovery” path within your company provides them with the ability to judge the opportunity while you qualify them for the role. Would you prefer candidates focus on the opportunity, or be distracted with an unclear interview process?
2. Identify Your Average-Time-To-Fill
How do you determine what time frame you share with candidates when you’re interviewing for a position? Do you know exactly how much time on average your team takes to fill a position starting
to help you determine your time-to-fill.
3. Transparent Selection Criteria
The hiring team must agree upon the technical skill set, education, and experience requirements before starting the interview process. Working with the hiring team to define an agreed upon job description and minimum qualifications list can be challenging, but is critical when managing candidate expectations. Candidates are not interested in interviewing for positions they are not qualified for based on your criteria. As an employer, utilizing the interview process to discover what you are searching for in qualifications or minimum requirements for the position can be a dangerous game. Candidates will be disappointed if they are not considered for a position because of a skill set or qualification you could have identified before they interviewed with your team. If your selection criteria does change throughout your screening process due to candidate availability, be certain the qualifications are communicated clearly to candidates as early as possible in the process to minimize the chance of false qualification expectations.
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