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Invest in Your Interview Process

16th January 2020

Invest in Your Interview Process

Time spent defining exactly what a job entails, the skills needed for a candidate to succeed in the role and selecting the right candidate is never wasted – it will help you find the top talent.

Businesses are under constant pressure to deliver more in less time and in an increasingly competitive marketplace. The email that just hit your inbox from a valued client/customer demands an answer immediately, or so we all believe. But this ‘now’ culture that has crept into our working lives is taking its toll.

Decisions and responses that require some thought, that are worth sleeping on, but that are taken in haste, result in shortcuts that ultimately damage brand and image.

The interview process is a prime example of this.

People are not commodities

This is particularly true when it comes to managing people. People are not commodities. All aspects of their management deserve consideration because they are not just another email to be dispatched. Your people are your business. Getting the ‘right’ people into that business is the path to success.

If you want to attract the best talent, you must commit to giving them time. This is equally true about the unsuccessful candidate and giving feedback, or just replying to an application. How you deal with the unsuccessful applicants speaks volumes about your attitude to your employees. Although no one likes giving bad news, it is such an important part of the hiring process that you can’t afford not to handle it properly. One of the top complaints made by candidates is post-interview silence from employers, which is insensitive and dismissive.

Candidates are in currently in short supply. The very best get snapped up within weeks on coming on the market. It is important to present yourself in the best light to all candidates you encounter.

Where do you start?

Valuable candidates, who can make a difference to your business growth, choose to work for companies that value their employees. They choose to work for companies that show their appreciation by creating an environment in which people can thrive. They want to understand the goals of the company and the difference that them and their colleagues can make to the achievement of those goals.

Invest time at the beginning of the process in defining exactly what the job entails and skills needed to be successful in the role. If you don’t know how to write a comprehensive job description and competency profile, then find someone who does.

Any professional recruiter worth their salt should be able to help you. If you want the best, you need to be the best. Your employees are your bottom line.

Plan and prepare

Your recruitment process requires careful preparation. This begins with a properly structured job description and competency profile to provide to the candidate before interview. A poorly prepared candidate and interviewer result in a poorly executed interview.

You cannot find good candidates to interview if you do not have a benchmark to assess them against. You cannot determine their skills and how relevant their experience is to the job in question if you don’t know what skills are needed for them to be successful at it.

Investing the time in preparing these things before beginning the hiring process will allow you to know exactly what you are looking for and will result in you finding the perfect candidate.

 

 

 

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