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How can employers improve both the interview and the candidate experience, leading them to better hiring decisions and higher retention rates among new employees?
Ideally, an interview accomplishes two things: 1) it generates enough valid data for both the interviewer and the interviewee to successfully assess job fit and 2) it provides an excellent candidate experience which transitions the candidate into employment.
In contrast, poorly-executed interviews and a weak candidate exprience result in bad hiring decisions, and a weak employer brand.
To gain better insight into current interview practices, GoodTime partnered with a third party agency to survey a diverse set of 2,800 candidates and interviewers who had gone through the interview process within the last six months.
In this post, we share three key findings from that survey, as well as three candidate experience best practices that interviewers can use to improve the outcome of their next interview.
Read on to improve candidate experience in interviews and beyond!
INTERVIEWERS want to create a positive candidate experience, but they don’t feel equipped to do it.
Ninety percent of interviewers believe that candidates use their interview experience to decide if they will accept a job offer, and 73% report they don’t ultimately hire the most qualified candidates.
So what? When high-performing candidates find the interview process cumbersome, frustrating, or unfriendly, they’ll likely continue their job search elsewhere (maybe even with a competitor!)
However, when candidates find interviews to be welcoming and easy-to-navigate, not only will they present the best version of themselves – they’ll likely talk about it with friends and family, too.
An interview should convince a good candidate to join your team – not damage your employer brand.
When done well, interviews are the single best predictor of job success. However, a staggering 33% of new hires look for another job within their first six months.
Oftentimes, employee dissatisfaction can be traced back to the interview process in the form of a clumsy assessment of job fit (did you put the right person in the wrong role, or hire the wrong person altogether?) or a poorly communicated job description (did the candidate understand exactly what the job entails)?
Without optimizing the candidate interview experience, as much as one-third of your hiring budget is at risk. Don’t let that happen to you!
Interviewers and candidates agree that interviews need to be less focused on companies and more focused on candidates; yet HR leaders and talent teams believe their interview process is effective, giving it a perfect score of 10/10 on our survey.
What does that tell us? Talent teams aren’t in touch with what’s really going on. It’s time to re-think the interview process.
If this all sounds a little doomsday, don’t worry. Leveling up your interview practices won’t happen overnight, but there are some best practices you can put into place today!
Remember, time’s up for interviews full of scheduling headaches and unresponsive hiring leaders. It’s time for candidate-centered, connection-driven interviews instead. To read more about how to make that happen for your team, download 5 Steps to Hiring Top Talent at Scale now.