Streamlining the Interview Process to Improve the Candidate Experience

Anyone who has searched for a job understands the tedious, time consuming process it requires. First, hunting for the job and interviewing. Then, negotiating, initiation and training for it.  In fact, the hiring process can often take several months. Often times, this is because management can’t or won’t make a decision and some of the job seekers move on to something else.
Why so long?  If a company wants to expedite and retain good employees, they can seek ways to streamline the interviewing process.
As hiring managers it is a must to discern whether or not the candidate is:
  • Enthusiastic  
  • Experienced
  • Earnest
  • Eager
These four “E’s” of hiring a new employee can separate the most worthy from the least, although it is not necessary true that a new recruit must have the most experience. Often times, those with less experience but more enthusiasm may be the best new hires. Perhaps you can adopt a “scoring” or rating system next to each of the four “E’s” and then make a faster decision, thereby lessening the likeliness that the employee will get tired of waiting and moving on to another position elsewhere.
Unfortunately, a large percentage of the prospects that are actively looking for jobs right now are the long-term unemployed, therefore many companies are afraid to hire them.  And some recruiters lack the interviewing skills to best identify strong candidates among the weaker ones from this group.  So they drag the interview process on for weeks, or sometimes months.  
As an example of this, a man who was a great candidate for a marketing position was asked back six times within a four month span. He had to write a marketing plan and jump through hoops, taking many tests and going above and beyond to prove his value to the corporation.  Imagine his disappointment when the company chose to hire a recent college graduate instead; one with far less experience.  
As an employer, you should find ways to sift through the best candidates faster. Use the four “E’s” of interviewing to sort through the good and the bad candidates without prolonging the process. By respecting the candidates’ time so they can find the perfect job, whilst you find the perfect employee, can be better for everyone.
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