5 Tips to Improve the Interview Process 

Do you know how the candidates who come in to interview with your company are treated and what they experience during the process?  Here’s why it matters.

The majority of recruiters will tell you that if the CEO of the company they are representing went through their own hiring process, they would likely be left unimpressed, irritated or uninterested. This isn’t every company, but we all know who they are… The “they’d be lucky to work here”, “they should be happy they have a job”, “that’s what they get paid for” types.

Here are a few things to keep in mind as you interview your next hire:

1. Keep projects to a minimum, or don’t assign them at all. Perhaps instead, ask if they have any past projects they are proud of and that they are willing to share. Keep in mind that the data within is sensitive and confidential so they may “dumb it down” a bit. This is a good sign that they hold confidentiality in high regard.
2. Be open with them in terms of what challenges the company is facing right now (and how they can help if hired).
3. Allow an adequate amount of time to answer their questions at the end of the interview (10 minutes). Many managers cut candidates off before they’re able ask any questions because they’ve determined “this candidate isn’t right for this role”, rather than playing the long game and recognizing that people talk about their experiences. And, you never know, their questions may exhibit a strong sense of understanding of the role, and what you are looking for in your next top performer.
4. Respond to thank you emails, even if you’re not interested in moving them forward in the process. A simple “thank you for taking the time to interview with us” goes a long way.
5. Set expectations on when they can expect to hear back and when you (ideally) want to bring this hire on-board. Provide timely feedback, or at minimum, let them know where they stand in the process – are they still in consideration (truly) or are you waiting for others to apply in hopes they’ll be a “better candidate”. If they are no longer in consideration, tell them. Leaving an unsuccessful candidate hopeful is worse than letting them down.

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