Evaluate your recruitment strategies

Streamlining your interview process


interview processWhen the time comes for you to recruit some extra help and hire new members of staff, you’ll obviously need to set up interviews with potential candidates. To ensure that you’re only dealing with the best of the best and choosing the cream of the crop, you will need to streamline your interview process.

Knowing how to do this is essential when adding to your workforce and finding the right individuals to occupy your open and available positions.

Advertise your open positions correctly 

Your first task when it comes to recruiting new workers, is getting the right ones to apply for your available jobs. With that being said, you’ll need to create a professional looking job advertisement and post it in all the right places.

Putting job advertisements out on LinkedIn is a great way of attracting highly qualified people, or those with multiple years of experience within a certain field of work. Of course, you can still try the usuals, such as Indeed, Total Jobs, Reed, LinkedIn etc.

Do not oversell your position 

While everybody cherishes the sound of in-office perks and balance between work and free time, it’s essential that you don’t make guarantees you can’t keep. Give a real look at what life is like when working for your company without alienating the people that are already putting in the hours at the office for you. Making promises you cannot keep will only come back to bite you in the long run, so do not do it.

Choose the right interviewers 

You will need your most reliable and trusted team members to carry out the interview process alongside yourself. Ensure that you are only picking people will top notch judgement and great judges of character; you don’t want to employ anyone you won’t be able to full rely on in the future.

If you are running a small business venture, no more than three interviewees will need to be present during interviews. If you are part of a larger venture, then feel free to have around five individuals taking up interview responsibilities if you wish to.

Where should I conduct my interviews?

Next up, you’ll need to figure out where you’ll be conducting the interviews. Think about which environment might lead to your candidates providing you with the most honest answers to any and all questions being asked.

Would it be a good idea for it to be in your meeting room or would it be smarter to talk with them at a more social location? On the other hand, you can carry them to project sites and interview them there. In this sort of situation, they will get a thought on how your business works and you can see the extent of their knowledge in regard to the industry as a whole.

Depending on the position being interviewed for, you should keep the meetings between 30 minutes, for non – supervisor jobs, and as long as an hour and a half for managerial positions. The more demanding the role, the more you’ll need to know about the candidates for it.

Think carefully about the questions you’ll be asking 

Make the most out of the time you have with your candidates; at the end of the day, you’re going to be employing a number of these people, so be familiar with them before making any conclusive decisions. Think very carefully about what it is that you are looking to find out and how you should go about uncovering that information.

Are you looking for someone with a lot of experience? Are you looking for a fresh face with new and modernised ideas? Whatever the type of person is that you are searching for, study each of the CVs you have belonging to them and ask more personal questions from there.

Perhaps you’d like to know more about why a candidate left a working position after only a few months with a certain business. You won’t have access to that knowledge unless you read through each resume thoroughly.

Don’t be afraid to ask the tough questions

You shouldn’t feel nervous about what you are asking your potential candidates. A big part of the interview process should be challenging them with difficult lines of questioning. You will quite simply never know if they are right for your advertised role without first putting them under a little bit of pressure during the interview situation.

Obviously, you should remain professional and friendly at all times, but you also want what’s best for your business. So, with that being said, don’t waste any time when it comes to asking the big hitters; you need to know who is right for the job just as much as you need to know who isn’t.

Let people know you’ll be in touch

Tell people you’ll be in touch with them soon after their interview is over and ensure that they remain fully aware that they’re being considered for the role. It serves no purpose to waste someone’s time, so follow up the interview with each candidate, whether they have been successful or not.

According to a recent CareerBuilder study, more than half of candidates want employers to let them know from the get-go how they’ll be keeping in touch during the interview process. By doing this you’ll be keeping candidates on your side and making sure they are expressing their fullest interests in your business venture.

Besides, you may want to employ someone that has multiple options from competing businesses, so be sure to provide a positive experience for all.

Be sure to brief your candidates

Prior to the meeting, give up-and-comers the data they need ahead of time, including the hour of the arrangement, how long it will go for, and the meeting area. Likewise incorporate the names of their questioners and the individual to request when they show up.

Give them a telephone number to call in case they run into an emergency and need to cancel their interview or simply change it to a different date.

Making interviews more proficient and compelling is crucial in each recruitment period. It is a significant part of deciding if the potential candidate will be a solid match for your business, given their specialised abilities and their characteristics. The points we have made above will help you make each meeting, an insightful and friendly experience for both the questioners and the interviewee hopefuls.

You should consider post interview assessments

After interviews are finished and the field of potential recruits has been narrowed down, the following stage might be to offer every up-and-comer some further assignments. You could get them to fill out some further questions online, or anything else that will prove to you whether they are a good fit for the offered role or not.

Competitors would now be able to take a wide range of abilities, character, and social tests online either at your office or on their own devices from home. This helps to speed up the time taken to interact and furthermore gives information that can be stored away until needed at a later date.

Remember that you’re still free to ask whatever you like, so do not be afraid to test your potential workers on subjects that didn’t come up throughout your main interviewing process. Doing this online can heavily reduce the cost and even give you a better outlook on who you’d like to potentially employ.

Perform employee background checks

Today, representatives are aware of increasingly more delicate data, which has led to businesses subsequently adding background checks to ensure their candidates are being completely honest about themselves and their current situations. This will obviously help with confirming past work and schooling, investigating foundations, and checking criminal and credit reports all must be done independently. Results could take up to two weeks to be delivered, so make sure you have enough time on your side for them to be completed.

Presently, innovation has smoothed out these personal investigations into one site where you can click a button and get results pretty much instantaneously. With a quick and easy way of making these checks being readily available in our current society, you can accelerate the recruiting process like never before.

Confirm candidate references

Checking references is also essential for the employing cycle and is significant in cementing the discoveries from the interview and following evaluation tests. This additionally requires some investment, since calls must be made with respect to HR to hear that second point of view on the applicant. Sometimes this can be done via email, but a phone call will get the job done much faster for you if you are limited when it comes to the time you can afford to spend.

You should look for at least a couple of references per candidate of past employment roles, and then some personal references to go along with them if you feel that you may need more information. Don’t be afraid of asking for references as it is widely expected in the current world of business that we all operate within. If your candidates don’t have multiple strong references to hand, then simply do not consider them for the position; this will therefore help to further streamline your interview process.

You need to ensure your job description is accurate

People need to know what they are actually applying for. Lying or writing falsehoods in a job description will not be beneficial to you or your candidates.

Make sure your work title is understood and contains keywords ideal applicants would look for. This will allow the right people to find you, as well as you actively trying to find them.

State exactly what you require from applicants at an early stage so potential candidates know whether they’re equipped for the position. Feature your organisation culture and advantages so applicants can get familiar with your association’s main goal.

Make it an easy process for people

Once in a while toning it down would be best, and this is certainly the situation with regards to getting candidates to apply for a role within your business venture. If the process seems very long and drawn out, you may lose some of the most promising people before you’ve even had chance to meet them.

Make your job postings easy to find

To put it simply, the easier your job advertisements are to find, the wider the range of respondents will be. If you want to be able to pick from a wide selection of people, you should try and make it easy for everyone to find. The more people you are able to choose from, the more likely you’ll find the perfect candidate for your advertised position.

Post your role to job boards, your official website, through your social media channels and more if you want to find the perfect candidate to occupy your vacancy.

Focus on your needs

Distinguish the main things you want to gather from expected up-and-comers toward the start of the hiring process and start from that point. When you know what you need, you’ll likely have a better understanding of who you need as well.

As the owner of a business, nobody is better equipped than you to make the big decisions and understand what your company really needs. So, use that knowledge and make sure you are getting the right person for the job coming through the doors to your premises.

Key points to take away 

  • Advertise your positions in the right places to attract the right people
  • Don’t overpromise when it comes to your available roles
  • Get your most reliable employees to ask the questions during interview sessions
  • Think carefully about the place you are going to conduct your interviews
  • Make sure you’re asking the right questions, as well as more personal ones in reference to your applicant’s resumes
  • Brief your clients well and make it clear to them when you’ll be letting them know more