Five tips for managers to maximize interviews and select top talent

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Claire Harvey, UK Network Managing Director, Reed

Companies are currently struggling with a candidate-driven job market when looking for talent. There are more jobs than job seekers, so it’s more important than ever for managers and HR professionals to ensure they’re maximizing interviews to select top talent. And with unemployment rates lowered to 3.7% in the first quarter of 2022, the lowest rate since 1974, but a recession on the horizon, now is the time for companies to ensure they streamline their processes. to ensure that they select the best talent in the event of an unfavorable situation. economic conditions. Below, we outline five tips for companies to get the most out of the hiring process.

  1. Don’t get stuck on the essentials

Job seekers are highly unlikely to have all the skills and experience levels desired for a position, so it is important to remain flexible when considering applicants. Having two different lists of candidate requirements on the job posting, one for “essential skills” and another for “desirable skills”, ensures that top talent isn’t intimidated from applying because of a long list of job requirements where they may not meet all criteria. It is important to remember that even if a professional does not have the desired level of experience, their key skills can be useful in their role and will allow them to be trained to the required level – so keep an open mind.

  1. Take the time to prepare

As much as the candidate needs to prepare for an interview, it’s important when hiring to come into the conversation with all the facts. Before the interview, make sure you have reviewed the candidate’s CV and any other documents they may have provided to get an overview of their experience before meeting them in person. It’s also a good idea to check their LinkedIn profile to see if they’ve been active in any recent discussions that you might want to bring up during the interview. This will allow you to really get a sense of their personality and how they will fit into your company culture.

  1. Schedule maintenance

It’s a good idea to plan the questions before the interview. This ensures that the right questions are asked, allowing you to find out everything you need to know about the candidate. To keep things fair, it’s important that you use the same questions for each person you interview.

Plus, scheduling the interview in advance will help you get the information you need quickly, saving you time and resources, and reducing the need for second interviews and follow-up calls. Being as efficient as possible and removing unnecessary steps from the recruiting process can be key to securing talent in today’s market. It is also important to consider a relevant task that a professional may be required to perform to ensure that the interview process gives a complete view of the candidate and their suitability for the position – this may need to be done when of a second interview, and as with questions, to keep things fair, the same task should be given to all applicants. Also think about your interview panel – having a diverse panel can help ensure that you limit unconscious bias in the process.

  1. Allow time for questions

Once you’ve asked all the questions you want answered, you may feel like the interview is now over. However, not allowing the interviewee to ask questions can mean that critical information slips through the cracks. Not only will the questions the interviewee asks give you an idea of ​​their level of interest in the role and the company, but it will also allow you to understand the candidate’s point of view, which means you can streamline your process. hiring by providing the right information and asking the right questions in the future.

  1. Not lagging

Due to the candidate-driven market, it is important to act quickly if you are interested in a candidate! While you should take the time and determine if someone is the best fit for your business, as the market moves so quickly, talent is recruited quickly, so ask yourself if there are ways to streamline your hiring process. to reduce the time taken to offer a job. If you take the time to discuss a potential hire with each member of your team, the candidate may have already accepted another offer, so always communicate your interest in a timely manner. This could involve setting a transparent time frame in which you will give feedback to the candidate, as this may make them more likely to wait before accepting another offer.

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