Join America Back to Work, a weekly podcast, video, and blog series that covers timely and relevant topics affecting the labor market and workforce with industry experts. The series includes recruiting, hiring, retention, employee satisfaction, customer service, background screenings, and more.
The #1 Thing to Avoid When Interviewing Candidates
The tastes, attitudes, and behaviors of the modern worker are changing. Are you ready? Learn how to evolve your hiring process and hire the right candidate, more consistently—starting with your interview process.
In the current labor market and tight hiring conditions, your recruiters, hiring managers, and other HR professionals are working harder than ever to help you make the right hire and keep hiring cycles moving.
With so much work on the table, it can be easy to get into habits that help your hiring teams work faster and, ultimately, lose sight of what’s important in the hiring process.
Outdated Hiring Techniques
A recent LinkedIn article explores how practices, such as posting boilerplate job descriptions or relying primarily on job boards to recruit, will hurt your ability to make a quality hire.
Another, from Forbes, encourages employers to place less emphasis on resumes (and job history) and to focus more on candidates’ practical skills to find the right fit.
Throughout this series, even, we’ve covered (among several other outdated hiring practices) how drawn-out, multi-stage hiring is out, while quick, easy, transparent hiring is in.
When it comes to modern hiring, however, everyone agrees: it’s time for employers to change how they conduct interviews.
The Interview Is Key
In today’s labor market, employees have more choice than ever before and are asking more of employers earlier than ever before. Trends like the passing of salary transparency legislation and the increased availability of flexible work hours are examples of real-world responses to this fact.
That means, these days, interviews are a two-way street.
Interviews are now just as much about selling your company as evaluating the candidate (and screening their application for falsities). It’s as much about expressing your desire to work with the candidate as it is about assessing their desire to work with you.
According to a recent CareerBuilder study, two in three workers accepted a job and later realized it was a bad fit. Fifty percent of those workers quit within six months–meaning it’s about creating a positive connection with the candidate without overselling the role.
On Wednesday, we’ll share our complete list of tips for updating your interview process to do just that.
We’ll help you take a quick audit of the design, questions, and practices that make up your interview process. We’ll explore techniques and best practices–from the experts–for conducting interviews that effectively screen the modern worker.
Until then, make sure you’re not doing S2Verify’s #1 thing to avoid during the interview process: conducting unstructured interviews.
Start with Structure
It’s impossible to do everything–all at once–when it comes to updating your hiring and interview practices, but the best (and easiest!) place to start is with the format and flow of your interviews.
Interviews represent a candidate’s first real, live interaction with your organization–and the modern worker expects a professional experience from the start.
They are looking for an interview process that’s easy, quick, and transparent–meaning that unstructured interviews are going to set you back big time when it comes to getting a quality candidate through the door.
What’s more? Making the wrong hire is costly for your business. Unstructured interviews leave interviews up to the whims of employees who may not have adequately prepped, may not have adequate interview experience, or may not fully understand the needs of your business.
Quick Fixes for Avoiding Unstructured Interviews
Here are a few places to start to add more structure to your interviews quickly:
- Communicate clearly and consistently with the candidate about interview logistics
- Prepare scripts, quality questions, and focus areas for interviewers
- Prep interviewers ahead of time
- Have interviewers set expectations with interviewees around agenda
- Ensure interviewers stick to the agenda
Check back on Wednesday to find out if outdated interview processes (like this!) are holding you back–and what to do about it–as America Back to Work continues.