Interviewing – Attraction, Recruitment & Onboarding
When it comes to interviewing candidates, you may be wondering how interviewing can possibly help your business with talent attraction, recruitment and onboarding, but it can help in a major way!
Attraction: Do you think that your interview process could have an impact on a candidate’s decision making? Absolutely! Everything a candidate experiences; the format of the interview, your interview style, even how the interview was organised, is going to play a part in their final decision.
Your key competitor has just interviewed them for a similar role. Their experience was a bit disorganised, the interview had to be re-arranged and the interviewer was late and gave no apology or explanation. The candidate thinks the interview went well but they are unsure, they found the interviewer difficult to read and they haven’t had any feedback for a week so they’re not sure where they stand. But it’s a successful brand and has a really good reputation in the market.
Your business also has a good reputation in the market, you are equally successful or at least promote the behaviours in the market that lead the candidate to believe that you could be. You turn up on time, your interview style is challenging but engaging. It feels conversational and the candidate feels at ease, they were able to relax into it and give a confident account of themselves. They learned a lot about your brand, you explained the goals for this hire and they were able to give better matching examples that were more aligned to the overall purpose of the opportunity. The candidate felt they were able to build a good personal rapport with you. Plus, the way you talked about the company as a whole makes you seem someone they could work well with and the business somewhere they can see themselves motivated to work for.
Which of the two businesses do you feel more attracted to?
Recruitment: It is surprising how many organisations default to an interview process & style that ‘has always worked’ or is ‘the way it has always been done.’ Often the interviewer will be unaware of the candidate’s experience of the recruitment process up to the point of the first interview. Make it your business to know how they’ve been treated. Have they been waiting for an interview date for a while because of something internally that held it up or took priority? If so, acknowledge it. Has their interview date been chopped and changed because of an administrative oversight around diary availability? It’s important to feedback to the candidate in a timely manner. Even if they haven’t been successful.
All of these small things add up to having a huge impact on your recruiter brand, your overall attractiveness as a business to work for in the marketplace and your ability to recruit the best talent successfully.
Onboarding; Congratulations! You’ve successfully interviewed and recruited the best person for your opportunity. The interview experience doesn’t end here! Hopefully, you have outlined their potential career development opportunities throughout your interview process. It is important at this stage that the candidate feels their future development prospects have a clear pathway. Goal setting and regular review in order to support their development is crucial. Make it clear that the development opportunities you discussed at interview form a key part of your plans.
Keep in touch with them during their notice period – there is nothing worse than radio silence for 3 months following an interview process, keep engagement levels up during this time – meet for lunch, exchange emails, organise a skype call and fill them in on what is going on with key projects in the team they are soon to join.
Let’s get them onboarded in the right way – the way that reflects well on your overall employment & recruiter brand and aligns with the wonderful reputation of your product or service – Would you risk catching a prize carp without a landing net?