Fixing a Broken Interview Process

How long has it been since you went through the hiring process? From start to finish, from the application, scheduling, and interview, to the start date and the end of the probationary period? If you’ve worked in the hiring industry recently, you’ve probably learned what candidates, recruiters, and hiring managers already know: the hiring process is broken.

What appears to be thorough is actually time-consuming. What was supposed to be a successful process has resulted in employees who don’t stay long enough to have a significant impact on the company. It accomplishes its goal in that people are hired, but are those people the right people?

A top-of-the-line interview process is required for finding and hiring great talent. So, how do you know if your interviewing process needs some TLC? Here are some indicators that your interview process is broken, as well as suggestions for how to fix it:

Interview Scheduling That Is Fully Automated

The back-and-forth of interview scheduling is a major source of frustration for both employers and candidates. When you automate a process to allow for tracking, flexibility, and last-minute changes, everyone benefits. The most effective solutions will:

• Calendars from Gmail and Outlook can be synced.

• Invitations, reminders, and confirmations can all be customized.

•Allow candidates to schedule their own interviews.

• Manage rescheduling and cancellations with ease.

Candidate Interviewing that is Automated

Virtual interviewing was thrust into the spotlight at COVID-19, and its benefits have been proven to the point where 80 percent of recruiters expect to use virtual interviews in the future. Furthermore, this technology is being used in a variety of ways:

• Candidates can answer a set of questions at any time during prerecorded interviews, which are ideal for initial screening.

• Candidates prefer live group interviews because they are more comfortable and convenient.

Because video interviews can be accessed from any location, they allow you to expand your candidate sourcing efforts beyond geographic boundaries, allowing you to speak with candidates wherever they feel most at ease.

Interview Feedback

The ability to obtain fresh, immediate feedback is an important corollary of virtual interviews. Candidates and interviewers can receive follow-up and evaluation requests as soon as interviews are completed using an automated process. Recruiters can even set up automated reminders to ensure that all evaluation forms are completed on time.

Communication

You don’t want your candidates to feel like they’re being ignored during the hiring process, and automation can help. Choose a solution that enables personalized email campaigns, interactive texting, and other forms of digital communication to keep your opportunities and employer brand at the forefront of people’s minds.

Now is the time to fix your interviewing process and improve your hiring results. Regardless of the size of your company, whether it’s a single location or a global network, the technology you need is readily available. Most importantly, it’s an investment that pays off quickly by attracting top candidates while also saving you time and money.

Conclusion

After the interview, send an email to the candidate asking how they felt about the experience. What part of the interview did they enjoy the most? What could have been done more effectively? This knowledge will assist you in creating a candidate experience that will keep candidates interested for days, months, and years to come.