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Companies used to have the upper hand when interviewing. They had jobs and plenty of eager candidates. Today, with historically low unemployment, skills gaps, and competition for employees, it’s a candidate’s market. That makes the job interview more important than ever.
The interview kicks off the employee journey, and lets companies demonstrate their brand and culture. Done well, an interview can help both sides feel confident about the hiring decision and, if the candidate says yes, sets them up for a positive career start. Done poorly, the interview can leave a negative impression, fail to elicit or share critical job information or result in a bad hiring decision.
An effective interview process doesn’t just happen automatically. Horror stories abound from both sides of the table about interviews that went south: like the one where the candidate brings their parent or spouse into the interview with them, or where the recruiter cancels the 7 a.m. international call with a candidate five minutes before it’s scheduled to start and asks to reschedule the next day, a Saturday.
But have no fear: we have tips for creating a fool-proof interview process that helps ensure the right person says yes to your offer.
Final Thoughts: Bringing new people into your organization is a serious responsibility. These employees, at any level, can impact your projects, culture and financial success. By fool-proofing the interview process, you can improve your selections, making better matches between the job and the interviewee. When you do that, you increase the likelihood that your candidate will say yes to the offer, and start a positive career and relationship with the company.
Candidate Experience sucks right now. That’s it. That’s the show.
If you think back to 2021, when the job market was on fire, it was top of mind for everyone. Not just LinkedIn think pieces, but companies poured lots of time and effort into white-glove interview processes.
Now that the market cooled off, so did the effort. But there’s a disconnect: attracting talent isn’t any easier right now. In fact, it’s harder when you inadvertently cut corners.
Jeff Smith and James Hornick explain why ignoring candidate experience is costing companies big in The 10 Minute Talent Rant, Episode 111, “Candidate Experience Has Never Been Worse”
Episode 111