Are you driving away valuable talent with your interview process?

A recent Sterling study reported that employers are losing top talent to competitors, due to slow hiring processes. Of the jobseekers surveyed, a huge 71% revealed that they had dropped out or considered dropping out of their most recent interview process.  The top three reasons for this were; the process was taking too long, too complicated, there were too many stages.

Your interview process is your first impression. Long gone are the days of hoop jumping and unreasonable tasks. Instead, the competition for talent demands fewer interview stages; that are well structured, over a period of 1-2 weeks. You might feel this is an unreasonable ask, to make a decision on a potential candidate in a short space of time, but your competitors are already doing it.

So, how do you create a positive candidate experience whilst maintaining confidence in your interview process? 

Here are some tips for achieving both:

Plan

Although the ideal interview structure will vary based on the company and role-seniority, in general an ideal structure includes 3 stages: a video call, a face-to-face meeting and the offer.  Any skills-based or technical testing can happen during the face-to-face or as a take-home test. Clear communication of this timeline upfront helps manage expectations and reduce any frustration.

Prepare 

Refer back to the job description, which qualities and skills are important for you to assess and how will you do that? Typically, competency-based questioning is used. It allows you to assess their skills, knowledge and abilities and this can be necessary. What it doesn't provide however, is deeper insight into their interpersonal abilities. This is where a behavioural-based conversation is important, particularly in a start-up, where this person will be a part of shaping your culture. What motivates them? How capable are they at strategic thinking and problem-solving? How do they approach difficult situations with colleagues? You want to create an open and honest conversation about their background and experience, without reducing it to a quick-fire Q&A.

Pitch 

The interview is an opportunity for you to communicate your why, your values and your mission. If you’re a founder, you may have pitched to many investors already, and you should look at this similarly. It's your opportunity to sell your company and the role to the candidate. A sense of fulfilment is a key factor for every candidate looking for a new role. This often comes from feeling like a valued addition to a team trying to achieve a goal. Help create this feeling of value by explaining the business’ overall goal and how this role fits into the greater strategy.

Process 

You need your interview process to leave candidates with a positive impression, regardless of the outcome. Like any relationship, you need to create a secure, trusting starting point if this is going to work for the long term. Aim to be approachable and create a relaxed atmosphere. Provide opportunities for candidates to interact with potential colleagues or tour the workspace, giving them a glimpse into your company culture.

 Prompt 

Be prompt in your decision making. Don't wait a week to communicate or make an offer. Negotiating an offer to secure a talented candidate can be another hurdle. But a great process and experience up to this point can be invaluable in your chance of making the hire. Or,  if you decide not to make an offer, make sure you still provide respectful feedback. This is vital for the longevity of your employer brand. Negative experiences spread much faster than good ones.

Mastering the interview process is crucial for securing top talent. Being honest, transparent and prompt throughout the process will create a great experience for candidates. This will lead to better hires, more meaningful relationships and a strong employer brand. Start-up hiring requires more than just a few interview tips - we have a wealth of strategies and tactics to share.

As your growth partner, we take pride in providing support wherever you need it. Whether it's crafting tailored cover sheets, detailed shortlists, enrolling you in investment accelerators or offering feedback on your pitch decks, we're here for you.

Get in touch to learn how we can help you succeed!