In the ever-changing landscape of recruitment, company leaders and hiring managers are pressured to constantly adapt to the newest trends in hiring. On top of this, there are strong competitors trying to hire the candidates your company needs.
With these struggles at hand, sticking to the tried and tested techniques is no longer enough. There is now a need to adjust by using newer methods of attracting and hiring potential employees.
Steps and Techniques for Hiring the Right Candidate
When people hear the word technique, some start to think of complicated procedures that are difficult to do. Some immediately think of complex methods which causes them to reject ideas without even hearing them.
In this article, you’ll understand that techniques aren’t always hard especially when it comes to the hiring process. All you need are timely and logical methods like the ones listed below.
Before the Interview:
You’ve already chosen the best candidates and you’ve invited them into the office for an interview. How exactly should you prepare?
Do your research.
The best interviews are the ones where the hiring managers are knowledgeable and prepared for the meetings. Researching prior to the schedule isn’t just for the interviewee but also for the interviewer.
Make sure you know the names of the candidates you’ll be meeting. Practice the pronunciation too! This is important since it can show how much you respect your candidate as a professional and as an individual.1 Also, this proves that your company fosters an inclusive environment.
What about the role? Sometimes, recruitment managers are given more than one role to fill. If this is the case for you, be careful not to mix up the details of the different roles. You should naturally be knowledgeable about the open roles in case the candidates have any questions. This includes job descriptions and responsibilities that come with the job.
Make a game plan.
Knowing your candidates and the roles they are applying for should only be the baseline of your preparations. As a recruitment manager, you have to plan for the interview itself.
Having a set of interview questions ready is okay, but interviews need to be more interactive in order to better find out the values and insights of candidates.
You can make a meeting interactive by moving the candidates around the office instead of confining them between four walls. This can be a great tactic since it fosters a more relaxed atmosphere which can result in more authentic responses and reactions.
To go a step further, you can also involve people in the office. You can have one or two employee talk to the candidates so that you can have a better idea of how they interact with others. On the other hand, the candidates will have a glimpse of the company culture they may become a part of.
You can even plan a secret test! Think carefully about what you want to see and orchestrate a situation to make it happen. For example, you want to see if your candidates are respectful of other cultures. You can ask an employee who has a different ethnicity to interact with them with or without your supervision. This is a great way of finding out certain soft skills like creativity, problem-solving, emotional intelligence, and the like.
Whichever plan you make, just keep these few reminders in mind:
- Prioritize interactions. Create situations where you can understand them better as professionals.
- Focus on the flow. Instead of sticking to a rigid schedule or word-for-word script, simply lead the interview onto the path you want.
- Remember that not every candidate has the same personality or pacing so you have to be flexible but remain still in charge.
During the Interview
The scheduled meeting is upon you and you’re ready to execute your plans. What other techniques should you keep in mind?
Be in the moment.
The second you start interacting with the candidates in any way, you’re already the reflection of your company’s brand. Whether the candidate will be chosen or not, the hiring process can still affect the reputation of your company so do your best to give a great first impression.
Greet the candidates and make them feel comfortable. Focus on listening so that you won’t dominate the conversation. Remember, your role is to observe and judge if the candidate is a good fit for the role.
Aside from the words you use during the interview, your body language also matters so be conscious of it! Show interest in the candidates through both speech and action.
Be courteous.
Another way to boost candidate experience is to treat candidates as clients. Give them the respect any professional deserves. This entails being honest and transparent when answering questions at the end of the interview.
Courtesy can be shown from the very start of the interview until the end.
From the start, respect your candidates’ time by being in the designated place according to the scheduled meeting. Avoid being late, especially without any warning or notice.
Also, be courteous by seeing the interviews through. According to Forbes, an average of 118 people apply for the same position through job boards and job postings. Out of that total, around 20 percent pass through the initial reviews and reach the interviewing process.2
This means you’ll be meeting more than one prospect. If you realize that a candidate doesn’t fit the job description in the middle of the meeting, do not end abruptly or show a sudden lack of interest. Finish the entire interview as a sign of respect.
After the Interview
Once the interview portion of the recruitment process is complete, important hiring decisions are ready to be made. Some of the best techniques to end the interview process on a good note are as follows:
Maintain communication.
Based on a 2021 analysis by LinkedIn, successful hires go through the hiring process in 34 to 49 days.3
Imagine waiting that long for the results of a job interview. The experience can be nerve-wracking especially if the would-be employer has a reputation for not updating the candidates on their status.
To ease the worries of your potential employees—and to keep them interested in the role that they applied for—make sure to maintain a connection with them.
This can be done by sending follow-up emails regarding their progress. If they ask questions, reply as promptly and as accurately as you can. Focus on having a good relationship with them.
What if they aren’t chosen? Let them down gently. Do not ghost your candidates! Send a professional email informing them of the decision. When they ask questions, be honest but sympathetic. Focus on giving constructive feedback for their improvement. This can help you build a strong employer brand and reputation.
Spot ways to improve.
Of course, the candidates who weren’t chosen aren’t the only ones who can improve. You, the hiring leader, can also be better for future interviews.
Take the time to review your performance before you continue to the next interview schedule. Pay attention to what recruitment strategy worked best for you and which needs improvement.
Were you able to lead the conversation according to the flow you planned? Did you listen more than talk? Did you prioritize interaction? How so?
These questions are just some of the things you can ask yourself while reflecting on your performance. Once you’re aware of your positive and negative actions, it’s time for you to find ways to improve.
Read More: 5 LinkedIn Recruitment Marketing Ideas
STAY AHEAD WITH ALLIED INSIGHT
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Using our expertly laid-out marketing and creative strategies, we can help your staffing agency soar to new heights. Contact us today to learn more! Reach out today to start improving your hiring process.
References:
- Forbes Human Resources Council. “Interviewing Etiquette 101: 15 Best Practices For Hiring Managers And Headhunters.” Forbes, 4 Jan 2023, https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/01/04/interviewing-etiquette-101-15-best-practices-for-hiring-managers-and-headhunters/?sh=279e11ae21be
- Smith, Jacquelyn. “7 Things You Probably Didn’t Know About Your Job Search” Forbes, 17 April 2013, https://www.forbes.com/sites/jacquelynsmith/2013/04/17/7-things-you-probably-didnt-know-about-your-job-search/?sh=1ed92d4d3811
- Lufkin, Bryan. “Why hiring takes so long.” BBC, 21 Oct 2021, https://www.bbc.com/worklife/article/20211020-why-hiring-takes-so-long
