By Tiffanie Ross, Senior Director, AIRS Training at ADP
The interview process itself hasn’t changed much over the past 20 years. Despite investing a lot of time and effort, hiring managers still are often left wondering if they’re offering the job to the right candidate.
So what can you do to help ensure you’re recruiting the top talent your company needs?
Consider these three steps to make the entire experience easier for hiring managers, recruiters and candidates.
1) Speed up the interview process. Start by limiting delays in the cycle. Delays happen frequently and for many reasons: Travel, changing schedules, and more. At the same time, the United States is near full employment, so job markets are tightening and causing recruiters to reach outside of their local markets to tap into talent nationwide. That means not all candidates will be able to easily swing by the office for an interview. To speed the process, companies should consider using video interviews and interview-scheduling tools.
While video interviews aren’t an entirely new idea, there are many more tools available to make on-demand video conferencing easier than ever. With video interviews, recruiters can pre-set the interview questions, and then share the videos with the interview team to help narrow the candidate pool. A few mobile-friendly tools on the market worth checking out that are easy to use for recruiters and candidates include Jobon.com and Easyhire.me. They make it possible to pre-load interview questions and, for candidates, to use a friendly interface allowing for multiple takes, if needed. Other options include Google Duo™ and Webex®,which both offer free and premium options.
Since every Application Tracking System (ATS) has not yet mastered interview scheduling, avoid hiccups by using new tools such as Calendly.com, Scheduleonce.com and InterviewerAssistant.com. They can help alleviate “email tag” and put the candidate in the driver’s seat.
Also, make sure your video interview process is compliant with the Department of Labor and Office of Federal Contract Compliance (OFCCP) rules by ensuring the same steps and considerations are taken and accounted for as with in-person interviews. Standardization and interviewer training are also key considerations as well as accommodating candidates who may have trouble accessing new technologies.
2) Ensure a better cultural fit.Recruiters are great when it comes to matching resumes with job descriptions, but they’re not always great at matching candidates with corporate culture. According to the ADP Research Institute® study, “Fixing the Talent Disconnect,” the top reasons people leave their jobs are due to poor relationships with their direct manager, work hours, the work itself and poor company culture. By sharing insight into a company’s corporate culture early in the recruiting process, candidates can get a better feel as to whether the company would be a good cultural fit. To do this, think about using multimedia platforms and creating engaging content such as making “day in the life” videos. This type of content can be posted to social media, and career pages, and gives candidates a look behind the scenes into what real people “like them” at the company are experiencing. It can also be helpful to map out the interview process with infographics. With tools likePiktochart® and Venngage you can developa step-by-step map so candidates know what they’re getting themselves into and don’t feel like they are applying to a “black hole.”
3) Enhance the candidate experience. It’s well known that bad news travels faster than good news, so ensure a positive experience to make sure you turn candidates into advocates. A few ideas:
- Interview itineraries. An itinerary improves the experience for hiring managers and candidates by outlining transitions from one interview to the next, conference room changes, and breaks.
- Reduce redundancy. Once you share the itinerary, make sure the interview team connects to ensure they are not asking candidates the same questions over and over. Make sure the interview panel has the phone or video interview notes and provides additional discussion points that might be relevant to the candidate.
- Change the compensation conversation. Ask the candidate what skills they are bringing to the role and what their compensation expectations are. Candidates often don’t like to discuss pay right away since it’s often uncomfortable and can quickly turn the interview into a business transaction. But by having this talk early, you may be able to proactively avoid gender wage gaps and engage candidates more quickly.
With the market for skilled talent tightening, act now to improve your interview process and ensure you don’t lose top candidates to your competitors.