6 Tips for a Positive Interview Process

The High Cost of Treating Job Seekers Poorly

6 Tips for a Positive Interview Process

The High Cost of Treating Job Seekers Poorly

One bad review on Glassdoor can be the difference between an A-Player choosing to take an offer with your firm or the competition.

In fact 78% of job candidates say the overall candidate experience they get is an indicator of how a company values its people. (Talent Adore) and 50% of candidates say they wouldn’t work for a company with a bad reputation – even for a pay increase. (TalentNow)

Below you will find TRG’s 6 Tips for a positive interview process. These guidelines are what our recruiters use to make all prospects feel valued and appreciated through out the process and we hope your team finds them helpful.

1. Be detailed
When posting a Job Order on a job site, be as detailed as possible. Indicate exactly what you are looking for and the needed skill set and experience level desired for the position. Outline the salary range and provide the dates that all resumes should be submitted by and when responses to those submissions will occur. This will cut down on unqualified resumes.

2. Be automated
Have an initial automated response to each resume submission telling the candidate that the resume and/or application has been received by the firm.  This should be date stamped.

3. Walk in the candidate’s shoes
If the application process includes testing or additional submission of materials, make sure that the HR/Recruiting team understands that process (knows where the bumps in the road are) and can walk the candidate through the process.

4. Deliver what you promise
Once you layout the application and interview process, meet the stated delivery and response times (this is the # 1 frustration for candidates).

5. Update quickly and be straightforward
If a candidate does not meet the needed requirements of the job, be straightforward and honest, and tell them so. Candidates can handle that news but become frustrated when they don’t understand why they were turned down in the process.    

6. Communicate their value
(even if they are not a fit for the current role)– let prospects know that everyone has value, even if the skill set does not match the current opening. That sign of understanding and respect will go a long way to creating positive feelings with the applicants going forward.

A positive experience by a prospect, even if they are not interviewed or hired, can go a long way in creating a positive impact value on the employer’s reputation. Take a moment to reflect on the above ideas and the company’s current interview process and hopefully your agency will be a few steps ahead of the competition going forward.