Interview Process - Transformation Tips for Successful Recruitment

As part of my role as a recruitment consultant, I have seen a myriad of different interview processes - some clients keep it simple with a one-stage interview, some can be longer, and some can be... well, better. We have been interviewing since the 20th Century (interestingly, invented by Thomas Edison in 1921, who created a written test for individuals joining his company) and believe me when I say that I have come across some processes that are almost as old. So how can you ensure that your interviews are an accurate representation of you, the hiring manager, your organisation, and its culture? This week I will be highlighting some key areas that may change your interview and hiring routine, ensuring that you are giving both yourself and the candidate the best chance of a successful interview.

Planning and Preparation

The interviewee needs to be informed of an interview well in advance - providing ample time for both the candidate and the interviewer to ensure they speak on the important focus points of the role. To make things even fairer, some hiring managers choose to highlight a structure or a few key talking points that they would like the candidate to touch upon, thus giving the candidate a good idea of what will be expected of them and giving them time to think about their answers in-depth. If there is a test of some description, being able to let the candidate know ahead of time (it does not have to be specific) the nature of the test gives them clarity. It also ensures more confidence when attending the interview, especially if the candidate is neurodivergent. Planning and preparation are also essential for the hiring manager, to be able to deliver a comprehensive and well-thought-out process requires a good plan ahead of the day, it is also ideal to put a timeline on each part of the interview to make sure you do not run over.

Conversely, it can be argued that too much preparation for the candidate means that they may give more stereotypical answers, therefore it may not be an accurate representation of their skillset - tailored questions to the role and the interviewee are paramount but also throwing in some follow-up questions is ideal.

Off to a good start

Making the interviewee comfortable in the interview, such as booking a quiet space for the interview is extremely important. With a remote interview, ensure that there is no distraction in the background of your video. Too many people, loud noises, and distractions can throw a candidate off - again, this is significant if the candidate is neurodivergent. It may also be necessary to explain the interview agenda at the beginning, giving them an overview of what to expect. Give the candidate a moment to adjust to the environment around them and ensure they have a drink if needed - this may be their first ever interview, and giving them 5 or 10 minutes to settle in will ensure that the initial nerves are settled (slightly!). From personal experience, having someone to ask if I needed anything to drink and being able to sit and relax after the stressful tube journey to the interview makes all the difference!

Conducting the interview

When it comes to the types of questioning that should be used in the interview, at the beginning it is advisable to use more broad, general questions to gain an understanding of what the candidate feels is more important to discuss - for example, "How do you feel about the prospect of working here?" "What interested you about the position?" etc. The use of closed questions can then develop towards the end of the interview, to give greater emphasis on the more important and specific points of the role. Do not try and fill the silence - we tend to do this naturally as human beings, but at times, silence is needed. Maybe the candidate is thinking of their response and needs some time to formulate their answer. It is also integral that if you are conducting an assessment, you leave the candidate in a quiet room with no distractions to complete it. Imagine taking a test in front of your potential employer - nothing sounds more terrifying!

If you interview regularly, it may be a really good idea to analyse your interview questions - especially if the role you are hiring for has developed. If you are using the same questions you have always used, the process is also no longer enjoyable for you, and the candidate will be able to tell. Perhaps record yourself asking these questions, or ask a colleague to sit in with you who will be able to support and give feedback.

The conclusion & follow up

The conclusion to the interview is arguably one of the most important parts. Ensure that the interviewee understands the next steps, as the end of the interview can be rushed, and a lot of misconceptions and a communication breakdown can happen. Ensure that the candidate takes in all the information needed and that they know the next steps from the moment they leave - will they receive an email? Will there be a second process? How many others are in the process - to manage expectations? This level of communication will leave an incredibly positive impression on the candidate. Ensure that you also compile the notes that you have taken during the interview - as when you go back to analyse the shortlist, you are better prepared to make the next decision. It is also important to note that you must assume every candidate you are interviewing is also undergoing other interview processes at the same time, and that is why it is important to act quickly. Make sure you get in contact with them/the recruiter you are working with to give your initial feedback and either arrange another interview or follow-up call. The worst thing you can do is leave a candidate longer than a week before offering - this doesn't give the best impression and can affect your next hire. Communication is key, even if you haven't made the decision yet. My best experiences with clients are the ones that keep me or the candidates regularly updated to ensure a smooth and honest process.

If you are interested in discussing your current interview processes or would like more information on the subject - feel free to drop me a message and we can arrange a confidential and free conversation.