- May 23, 2017
- Gaurav Sabharwal
- Recruitment Process
Well, we all know the importance of being aware in the market. If you want to win a race or win over your customer, you need to know who you are against. Savvy business owners maintain the edge over market through hosting great interviews to grab the best talent.
Unfortunately, we are at the midst of worst talent shortage. According to a survey conducted by Manpower’s Talent Shortage Survey, more than a third of employers are facing trouble when recruiting for sales executives, IT workers and accountants. Many researches show that the balance of power of job market is tipping away from companies to highly qualified candidates. There is an urgent need to rethink the strategy to attract and hire job seekers. This begins with improving the old school face to face onsite interview.
IMPORTANCE OF ONSITE INTERVIEW
Interviewing on Skype, phone or video conferencing is one of the common features now than ever, yet none of these ways have made in-person interviews any less important. They are still a mandatory part of employer brand.
This can be due to two reason, firstly they tend to be the meaningful and longest part of recruitment process and last step before both the parties reach their final decision.
Secondly, nearly half of the job seekers don’t have any prior relationship with the company that they are considering. This makes in-person interview as an unique opportunity for the company to show how hey are unique and promising they are.
Even candidates who don’t get selected creates positive brand perceptions which gives you a leg up in this competitive market. Well, it doesn’t take much of your efforts to boost the recruitment strategy. First of all, it shouldn’t remain circumscribed to HR team alone. A study conducted found that companies are holding marketing team and CEOs responsible for employer brands. Committee consisting HR teams, marketing, senior executives and recent hires can offer updated feedbacks on the process.
PRIOR TO THE INTERVIEW
This process began even before the candidate walks through the door. Interviewers are well aware that they will get the most honest answer from the job seekers who are confident and relaxed. This makes it necessary to prepare the candidates ahead of time. Make them aware of whom they will meet, how long and most importantly in what order. There are several companies becoming more transparent about interview process and what it designed to reveal. For instance, Google website is packed with data on how process work and many interview tips and tricks.
The interview morning can be stressful and companies who are willing to go extra miles are the one who makes up till the end. You should start with instructing the candidate’s way for getting to the office, parking tips and other information. Well, some of the easiest methods to create great impression on candidates are:
Try to greet the job seekers by office coordinator, offer drink and direct them the way where they have to wait till the interview is conducted. Indeed, all these seems minor but it’s crucial to make people feel at ease and show some excitement to have them for the vacancy. The worst part of kicking candidates off is by making them awkwardly making them hang.
In case, if there are candidates coming from work in a half day or long day of work, anticipate all the requirements and plan in advance. Before joining you can show the candidates your office atmosphere to help them have a better sense what it is like to work with you. Always respect your applicants time when they are on site. Try to avoid springing extra interviews on them or provide them with over allotted time.
Keep in mind that interviews are culmination of hours of preparation and work on candidate’s part. So you have to be respectful. Make sure to outline the next stage at the end of the interview, either by email or verbally within 24 hours of meeting with the candidate. It’s always in your best interest to capitalize the positive vibes of your interview.
Before rejecting someone, be thoughtful as much as possible. The Talent Board stated that one in five candidates gets positive revert after interviewing. Keep common decency separate, there are planned reasons for lasting good impression about the company. There are chances the rejected candidates might be a good fit for any other role or talk about their experience with professional contacts and friends. All these are crucial things on a competitive talent market. Usually people have the conception that the way they are treated as candidate reflects the way they will be treated as employee. If you will treat interviewing process as an extension of branding and marketing efforts, treat candidates who comes to you the same way a prospective partner or valuable customer is treated. If you will not treat them well, there are lots of people down the street who surely will. In order to stay away from these complicated process of talent acquisition, companies are going for outsourcing their requirements.