What do applicants take away from your interview process?
Unemployment is down, and the labor market is tightening. What does that mean for you? What should you be doing as a result?
Well, as the supply of available labor shrinks if you are going to land the cream of the crop- now is the time to review your recruiting and hiring processes to ensure you build the best employer brand that you can. And let me be clear- nothing will damage your employer brand more than a broken recruitment and communication process with potential candidates.
Data compiled for The New York Times by Glassdoor found that an average interview process in 2013 lasted 23 days versus an average of 12 days in 2009. And in today’s 2016 world, the pressure is on everyone- not just hiring managers, to make quality hiring decisions and quickly.
Here are five things you should be doing today to ensure your employer brand is working in you favor to attract the best and brightest talent:
- Never allow a candidate to leave an interview without knowing the timetable for you making a decision on the position.
- If your interviewing process goes beyond the timetable you gave to candidates, proactively update candidates.
- If you are going to have candidates deliver work sample to gauge their ability to perform- limit the scope of the work; Candidates don’t work for you yet and tasking them with completing one of your deliverables on a project is unethical.
- Be reasonable with your timeline for delivery of any work samples— 3 to 5 business days, never tomorrow.
- Lastly, show some respect to candidates. Every candidate who took the time to interview with your company should get a definitive response within the timetable you gave them. Preferably via a telephone call, but at the very least an email thanking them for their time and informing them of your decision on the role.
One last question you want to consider- the first experience candidates have with your company’s culture is during your hiring process. What are you communicating about your company and its culture to prospective candidates?
Take a look at this video by Heineken®. What did they just communicate to their new hire? How did they make their new hire feel- at the end of the process?