For several hiring managers, conducting interviews, in general, can be rather stressful. We are responsible for choosing the correct person for the position as well as for the organization. Getting interviews of a higher quality requires preparation and structure to ensure that you are gathering consistent candidate information.
There is an appalling lack of effort given to the systemic approaches to building improvements into this process. We remain lulled by former habits.
Thus, interviewing is the cornerstone of finding and recruiting the best candidates for your organization. However, it can be a difficult process. An effective and smooth candidate selection process will help you make things easier and will lead to a higher interview quality. This will project the correct image for your company to your candidates, employees, and consumers.
In this article, we will explain 7 steps to help better and improve your interview quality.
Note: Explore the transformative impact of BarRaiser on your interview quality and discover how it can enhance every aspect of your interviewing process.
Dedicate Time to Building Your Brand
Companies such as Google, Microsoft, Nike, etc were featured extremely high on Glassdoor’s Best Places to Work list based on employee ratings. These are well-known throughout the world and have a positive employer brand which helps them attract and retain the best possible candidates as they engage their applicants early on. This brand building begins before the application process, and it is necessary to stand out amongst your competitors by carefully crafting your image. Distribute this message on social media, websites, blogs, press releases, job advertisements, employee review sites, etc.
Create a Smooth, Efficient Application Process
It is integral to ensure that first impressions are made well. In several cases, this begins with the application process. This is because this is the first time that any potential candidate is exposed to your company. You need to be clear with what you want and specify it in your job posting. It’s necessary to define the elements that are integral to the success of your role and to highlight them. Avoid having a lengthy and complicated application form. Make sure it is easy to do and smooth in its process.
Narrow Down Your List of Candidates
Use skill assessments based on soft and technical skills to screen your potential candidates. Skill assessments aid in the empirical and objectivity aspect of your selection process. According to the Harvard Business Review, tests prevent interviewers from accepting or rejecting candidates based on conscious or unconscious biases. Technical skill assessments can help you figure out which candidates have the correct hard skills, and soft skills and can highlight the candidate’s EQ and cognitive capabilities.
Optimization of Your Interview Process
Interviews are the most important part of the candidate recruitment process. Be selective. Cut down on costs and time by conducting interviews online. Especially after the covid-19 pandemic, video interviews have become the normal practice. Optimize the interviewing process by doing structured/semi-structured interviews. Delve into specific topics based on the applicant’s experiences. A lack of structure could easily lead to biases and biased decisions. Provide all the essential data to give the candidates a chance to prepare well such as-
- Duration of the interview
- Scope of the interview
- The correct link/address of the interview
- Time and Date according to the time zone
- What candidates should bring to the interview
Ensure that all the candidates have a positive experience at your company, even the candidates who will not be hired.
Also read: How to Measure Interview Quality?
Personalize The Experience
A generic interview process can be conducted by anyone. However, a personalized interview selection process will give the candidate validation by the employer and will provide the recruitment executive with a 360-degree perspective of the candidate. Make sure to ask interview questions that tap into both passion and potential of the candidate. Pay specific attention to the personal and professional areas that are highlighted in their application and work your way into talking about these points in the interview. Ask them about the company culture from their point of view. Thus, this will lead to a better quality interview and building of trust/rapport with the candidate.
Automate the Hiring Process
Automation of steps during the hiring process can be simplified. This will aid you in reducing overall costs, improving efficiency, and quicking the pace of the selection. This results in a positive candidate experience to attract top candidates. Skill assessments, scheduling interviews, performance evaluations, and ranking of the candidates can be automated.
Analyze Your Process
If the selection process did not pan out the way you thought it would, it is imperative to analyze the reasons why to learn lessons for the next time. Thus, being able to measure success is an important part of the optimization selection procedure. Tracking successful hires is integral, which very few companies are doing, so it will benefit you the most.
Employees are the frontrunners of your company. The golden key to selecting the right candidates is to have a good interview process. Increasing the quality of your interviews will ensure that your company has successful hires and avoids bad hires. Analysis of your interview and consequently improving it will help your company’s overall success. Barraiser is committed to ensuring a smooth selection process and thus we highly recommend these 7 steps for a higher interview quality.
In conclusion, prioritizing interview quality is important for both employers and job seekers. The article outlines seven steps to improve the interview process, including researching candidates, asking insightful questions, and creating a positive and inclusive experience. Improving interview quality can help employers identify the best candidates and allow job seekers to showcase their skills effectively. It’s not just about technical competence, but also about creating a positive environment for informed decisions. Investing in interview quality can yield long-term benefits for organizations and candidates. By following these steps, interview quality can be improved, leading to more successful and fulfilling hiring experiences.