Posts

How Many Interviews are Too Many?

More and more companies are changing the process they use to identify who they want to hire out of the pool of applicants. Some have added questionnaires, which they use to pre-screen applicants before determining who to call. Others add IQ tests. Some have:

  • Phone interviews
  • Skype Interviews
  • Panel interviews
  • First Interviews
  • Second Interviews
  • Third interviews

In between, they may ask for samples of work completed, have follow up phone calls, and more…

At some point, it’s too much.

The Upper Limit of Interviews and Candidate Vetting

There are some companies that do not do enough. They have maybe one interview and if they like the person they hire them. That’s not the best way to find new hires because there are simply too many variables that go into determining who is the right fit for your company.

But some businesses go too far with the opposite approach. They make the applicant go through an almost unreasonable amount of work for a job they still may not get. They have interview after interview. Extra interviews because someone was sick. Phone screenings. Asking for the creation of samples. Personality tests – on and on and on.

Businesses need to respect their candidates’ time, even while balancing the need for proper vetting. Often candidates need to take sick days just to get to an interview, or are putting in hours upon hours of work and time only to find they did not get the job. This process is gruelling and, in many cases, does more to hurt your ability to find great talent than it does help your cause:

  • Great Talent May Not Have Time – Those that are working may eventually not be able to continue to attend the interviews, or may decide it is no longer worth their time to do so. The more extensive the process, the more you may force out some potential contributors.
  • Interest Can Fade Quickly – Those that genuinely want to work for an employer but do not get one job may still apply for another in the future. That’s something that you want as a company: people that are interested in you. But if your process to hire is too extensive, applicants may want to avoid being forced to go through that process, take time off work, etc., only to not get the job again.
  • Too Much Information – Scientists often talk about what happens if you have too much data. At some point, if you look at data from a wide variety of sources, you may eventually find correlations and relationships where none exist. Think of it this way – if you have an IQ test, sample work, reference checks, and 5 interviews, at some point the applicant may mess up. But if they passed 95% of the process, at what point does that 5% no longer matter?
  • Process Leaks – There is a word of mouth component of applying for jobs. If someone has a bad experience with your company, they are going to tell their friends, and their friends are less likely to be willing to apply for jobs at your company in the future. Your process should make sense to anyone that applies. Truly amazing career opportunities, like those that pay well for notoriously great companies, can get away with a bit more because people will always want to work there. But other companies are not so lucky.
  • Turning You Down – Even if you choose to hire them, the more extensive the interview process the less likely they will be to accept the job or be excited that they work there. This is especially true for jobs that do not offer competitive pay or benefits. There are countless examples of companies that put applicants through hours upon hours of vetting, only for the applicant to turn down the job once offered because of their frustration.

So there is no specific number of interviews that is too many. There is also no rule about what you can make the person do. It is helpful to have a thorough process in place to make sure that you’re hiring the right people.

Just remember to be respectful of their time. The more you decide to put them through to get the job, the more the job will need to be worth it for the applicant, and justifiable for getting the position.

Tips to Improve Candidate Engagement

Candidate engagement is becoming the newest trend in improving the recruitment talent pool. Companies that use candidate engagement strategies are more likely to attract great talent, more likely to keep them interested, more likely to recommend you to others, and much more.

Even without realising it, many companies have strategies in place to create more engagement. For example, if you have testimonials from your employees on your website, that’s a form of engagement. If you have a recruiter connect with candidates on LinkedIn after they apply, you are engaging.

But there are many different ways to engage, and many different ways to improve how you engage.

Consider the following candidate engagement improvement strategies:

  • Treat Every Applicant Like You Want Them On Board – Every single person that applies or shows interest to your company should be treated like they will be an employee someday, even if they are nowhere near being an employee yet. Keep in touch with them, add them to some type of newsletter, let them know about open jobs – maybe even tell them some things they can do to improve their candidacy to you in the future. The more each candidate feels like you want them someday, even if it’s not yet the right time, the more engaged they will be.
  • Create a Broad Recruitment Channel – Run and operate multiple social media channels, have an active role in industry forums, show up at industry events. Do what you can to give exposure to your brand, your recruiters, and more. Create as many avenues as possible for people to get exposed to your business, and make it possible for them to contact you and engage with you from multiple places.
  • Send Them Possible Jobs – We touched on this earlier, but sending them jobs that may fit their skillset is a great way to improve engagement. It is a better strategy with larger companies that are more likely to have positions available, but sending them personalized open positions that may be relevant to their skillset is a great way to show them they matter.
  • Have A Good Recruitment Process – Your recruitment process also plays a role in engagement. Balance your need to get great information with the need to make sure that you’re doing your part to make the candidate comfortable. For example, opening your office for a late interview so that they do not have to take time off work shows them you really care about their time.
  • Give Candidates More and More Reasons – Focus on yourself as a company as well. What can you do to be more attractive as a company to potential candidates? Companies like Google and LinkedIn became famous for the things they do for their employees – free concerts, free food, unlimited days off, and more. You don’t have to become famous for yours, but you should be finding more ways to give people a reason to seek you out as an employer.

Candidate engagement isn’t easy. It takes good ideas, time, and a commitment to find ways to engage current and future applicants. But the time you spend can be a great tool for finding better talent, and getting more people interested in your company.

What is Candidate Engagement?

Recruitment is about finding and hiring the best possible candidates to fill open positions at your company. Every step you take – from the creation of the job advertisement to reviewing candidates to calling and interviewing those that stand out from the rest – is geared towards getting the best possible contributors into your company.But there is something that often gets lost throughout that process – the desire for candidates to want to work for

But there is something that often gets lost throughout that process – the desire for candidates to want to work for you, and to feel as though they actively want to become a part of your company.

Introduction to Candidate Engagement

The idea of engagement has been growing in popularity in businesses all over Australia, but it is often limited to employees. Employee engagement is the idea of integrating strategies that make the employee feel like they are truly a part of the company, where the company’s success is its personal success and those that work with you are family.Candidate engagement is similar.

Candidate engagement is similar. It is the strategy of trying to get candidates to feel like they want to be a part of your company, and that they are not just some random outsider that your company could do without. It’s making you seem like more than just an employer, and giving the candidate ways to interact and engage with the company beyond simply sending in an application.

Examples of Candidate Engagement

There are many different ways to engage candidates and make them feel more connected to your businesses. Some examples include:

  • Creating a marketing campaign that highlights what makes you a great place to work.
  • Engaging in recruitment and outreach on social media.
  • Have everyone in your company treat candidates like customers.

Think about what will make people interested in your business, and what will attract the interested in working for you. It’s important to come up with your own strategies for candidate engagement as well, because there are many opportunities out there, and the payoff for taking advantage of them can be pronounced.

Why is Candidate Engagement Important?

Candidate engagement has many benefits for employers:

  • It increases the frequency of applicants.
  • It increases the interest level of applicants.
  • It reduces the growing problem of candidate dropouts.
  • It helps new hires be more excited when they start work.
  • It spreads the word about your company to other potential applicants.

It can improve the quality of the talent pool, it can help provide damage control for those that aren’t taking the job, and so much more. If you haven’t yet considered candidate engagement, now may be the time to consider it. The earlier you get started, the more likely you will be able to see positive results.

Tips to Reduce Candidate Dropout

Much of hiring is focused on what you need as a company. It’s about finding the talent that matches your company culture, the production needed at the position, and more. From the interview questions to the recruitment process, the focus is mostly on what you can do to make sure you’re identifying the right talent.

But it’s important not to lose track of the candidate experience as well, and one of the major challenges that many companies are facing is candidate dropout. This is when a good candidate – possible the candidate you planned to hire – decides to withdraw their name from contention or turns down the job in some way.

The Problem of Candidate Dropout

For many companies, candidate dropout is a real problem. Indeed, candidate dropout is, itself, a warning sign that something may be wrong with your hiring process. Usually, when someone receives an interview for a job they are happy, and stay in contention until the moment they are either hired, or told that the company is going to go a different direction.

If someone is turning down interviews, or has decided they are no longer interested in the position in some way, it may mean:

  • You’re losing out on great applicants.
  • You’re doing something wrong that is affecting their interest.
  • Your company may have some type of negative PR, etc.

Perhaps the greatest issue is the first one. The most likely candidates to drop out of contention are those that feel they can get a job elsewhere, and often that implies that they know they are good candidates for other positions.

How to Reduce Candidate Dropout

Luckily, there are many different techniques, strategies, and tips that you can use to reduce candidate dropout. If dropout has become a problem in your hiring process, consider the following tips:

  • Make Yourself Available at Better Times – Not all dropout is due to something your company did or didn’t do. Sometimes it is caused by simply not being able to take time off for the interview. One strategy to consider is to make yourself available at times more convenient to the applicant, like after work. This helps ensure that you can hire those that are employed at demanding jobs.
  • Communicate With Them Often – Dropout sometimes occurs as a result of a lack of communication. Many companies spend weeks at a time failing to communicate whether or not the person got the job (or even the next interview). Frequent updates go a long way towards ensuring that the candidate retains their interest.
  • Respect Their Time – Similar to making yourself available, you should also make sure you’re respecting their time. That means trying to bunch interviews together, rather than forcing the individual to travel for 3, 4, or 5 interviews. It means knowing that they are taking time off work, and not dilly-dallying around and wasting their valuable sick days. Respect the time of each candidate you call.
  • Shorten Your Hiring Time – The longer it takes for you to make a decision, the more likely the candidate is going to move on. Try to hire quickly and efficiently to keep interest level in the position high, and reduce the risk of the applicants finding other positions they get more excited about.
  • Know What the Employee Sees About You Online – If you have negative reviews of your workplace, or any PR that may turn people off from working for you, the applicant is going to see it. Be aware of this feedback and address it in some way, because everyone that is applying for your job will do their research.
  • Give Them Reasons to Work With You – We discuss this a lot here at Recruit Shop, but as a company, it’s important to make sure you’re offering something that other companies are not offering. They should have a desire to work for you, because you represent something more than just a salary. Try integrating strategies into your business that will turn on possible talent.
  • Show Them How You Match Them – Sometimes all you need to do is make sure they recognise how well you fit their needs. Consider what you have learned about them through the interview process and show them that you’re the employer best suited both for their abilities and their personality.
  • Make the Interviews Engaging – When an interview is too rigid and formal, it can be an intimidating and discomforting experience for the applicant. Make the interviews more engaging. You can do this by having them take place at a coffee shop, telling them more about the great parts of your workplace, etc.
  • Offer Jobs Fast – If you think you may hire them, don’t waste any time letting them know. One of the greatest mistakes companies make is taking too much time. The applicant is looking for an answer, because they need to move on with their needs as well. Companies that take too long to offer the job tend to cause applicants to look for better work.

Each of these strategies has the potential to reduce candidate dropout, which should be a priority for all companies. The more likely someone is to withdraw their name, the more you’re losing out on potentially great contributors.