Bad hires, declined offers, and ghosting candidates are all symptoms of an ineffective interview process. Do any of these sound familiar? Considering 90% of employers believe interviewing is a key component of their company’s success, a poor interview process squanders crucial opportunities to staff an organization with the true talent it needs. When a company struggles to retain the talent populating its pipelines, its interview process deserves a rethink and an overhaul.

If your company finds candidates slipping through the cracks of your interview process, ask yourself these questions to identify whether it’s in need of an interview overhaul:

1. Are the steps of your interview process clearly understood?

For candidates and hiring managers alike, the interview process needs to be as clear and concise as possible. There’s no such thing as over-communicating during the interview process. Whether it’s clear instructions for a take-home assessment or accurate directions to get through your building’s security, providing any and all information a candidate may require can help them present the best version of themselves. This is also true for hiring managers or anyone taking part in the interview process: stakeholders must be equipped with accurate and consistent evaluation materials to ensure candidates are assessed using standard benchmarks.

2. Can you identify when, where, and why candidates aren’t converting successfully?

When candidates repeatedly turn down job offers or drop out during the interview process, there’s a good chance you have a bug in your system that needs to be identified and squashed. From a recruiter’s first contact with a candidate to the recruitment marketing materials they’re sent, assess each and every touchpoint a candidate has with your company throughout the interview process.

Some red flags in the process may be easily identifiable, such as interviewers deviating from standard assessment criteria, but other interactions may be more nuanced and require different attention. If candidates are dropping out early in the process, for example, could a lack of interest in your company be attributed to a lack of compelling content that paints an engaging picture of your workplace? Take time to ensure the candidate experience throughout your interview process doesn’t give candidates a reason to hesitate.

3. Are you using the proper tools throughout the recruitment process?

In order to give candidates a great interview experience, it’s important to use tools that make communication and coordination as simple as possible. Connecting with candidates, coordinating schedules, conducting interviews, and disseminating assessment criteria can all be handled with the help of talent acquisition software to streamline the entire interview process.

Each tool is designed to shave time off of the recruitment process and ease common frustrations encountered by candidates, recruiters, and hiring managers. From keeping track of candidates in CRM software to automatically setting up interview times with interview scheduling software, modern recruiting tools are essential to keep the interview process on track. And with the help of artificial intelligence, solutions like Interview Day Scheduling help a team of interviewers stay in sync, on time, and properly prepared for a candidate’s interview day.

4. Is ‘no’ the answer to any of the questions above?

If so, your interview process is in need of a makeover. Fortunately, Yello has assembled a comprehensive guide to help any organization improve the interview process. Examining everything from what an ideal interview process looks like, to the tools you’ll need to succeed, this collection of in-depth articles, infographics, and webinars can help your company rethink and restructure how interviews are conducted.