A Recruiter’s Guide To Improving the Candidate Interview Experience
It’s no secret that a candidate-first recruitment strategy is the key to winning talent in today’s competitive landscape. And to make a strong impression on candidates, the interview is one of the most important parts of the hiring process. Read on to learn how to improve candidate experience during interviews.
During the interview process, candidates work hard to make a positive first impression—researching your company before meeting, taking time away from a current role, preparing interview materials and more. As an employer, are you putting in just as much effort to offer a positive candidate experience?
“We consistently expect more from candidates than we are willing to give them as employers. It’s not only absurd, but hypocritical.”— Tracey Parsons, Should You Expect Candidates to Send You a Thank-You Note?
An engaging interview experience is essential to attract top talent and develop a strong employer brand. Candidates are interviewing you as much as you are interviewing them, and the interview is one of the last opportunities in the recruiting process to sell job seekers on open positions.
Here’s a set of candidate experience best practices and insights all talent acquisition professionals should keep in mind during interviews:
Interview scheduling is by far one of the most time-consuming and labor-intensive aspects of the hiring process, which leaves a huge amount of risk for losing candidates to other employers. We surveyed talent acquisition professionals from around the country to gather interview scheduling statistics, gauge just how big a burden it is for today’s recruiting teams, and learn how innovative companies are solving the problem.
On average, recruiters spend ⅔ of their overall hiring time on the interview process.
You likely have a list of common interview questions that you use frequently. But how do you know if they’re the right ones for the candidate you’re interviewing? Here are a list of unconventional questions that gauge behavior patterns, personality and work style — and will ultimately lead to a better conversation for both you and the candidate.
3. Research: Candidates Say Waiting to Hear Back After the Interview is the Most Frustrating Part of the Hiring Process
According to research from Robert Half, six in 10 workers say the most frustrating part of the job search is waiting to hear back from recruiters after the interview. Here’s what might be holding your team back, and how to speed up the hiring process — before your candidates move on to a competitor.
Learn how automated interview scheduling can drastically reduce the time it takes to set up meetings with job applicants — ultimately improving your candidate experience and speeding up the recruitment process.
Top talent lives all over the world — not just in the city where you’re headquartered. And like recruiters and hiring managers, candidates have busy, complicated schedules that make it difficult to schedule an in-person interview. That’s where video interviewing software comes in. Here’s how technology can improve your interview candidate experience.
Once you’ve decided to invest in video interviewing to provide a more positive candidate experience, study up on a few best practices for incorporating this tactic into your recruiting strategy.
Many candidates know common interview questions and have their responses perfected. This can lead to hiring a great interviewee, but a less than ideal employee. Avoid this mistake by including these seven questions in every interview process.
Candidates invest time and effort into interview preparation, and when they arrive to discuss why they’re the best person for a job opportunity, the stakes are high. If your interview process is broken, you not only risk losing talented candidates–you risk diminishing the quality of your recruitment brand. Here’s a list of what could be going wrong with your interviews and the fixes you need to get back on course.
Taking precautions to reduce employee turnover starts before the first day of employment. Reduce your company’s turnover rate by carefully vetting candidates early in the interview process. Follow these steps to increase employee tenure, before the first day.
In between setting up phone screens, attending college recruiting events, moving candidates through the interview process and sourcing new candidates, time is a valuable commodity for recruiters. Streamline your workload by automating candidate scheduling, so you can spend more time sourcing candidates and making offers. Here are six scheduling hacks every recruiter needs to know.
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