Companies want to attract the best talent but how do you get individuals to want to work for your company and how can you make your company become a company of choice? The interview process is a shop window for your company. It is the recruiting company’s chance to sell itself, its brand and its staff. Ideally every candidate should leave an interview wanting to work for that company. When the recruitment process works well we see this happen but, however, we often see candidates being turned off from a company by poor recruitment strategies. It is important that recruiters examine their interview process, ensure that it is fit for purpose and should evaluate how a candidate’s suitability is assessed. They need to look at it from a candidate’s viewpoint.
From a candidate’s point of view a positive experience is when they feel they have had the opportunity to express themselves, have had the chance to demonstrate their ability and come away feeling that they have done the best they could have in selling themselves to the company.
Also, the importance of providing feedback shouldn’t be under estimated, especially to unsuccessful candidates. A successful candidate will be bought into the process as they feel more personally respected by the company, whereas an unsuccessful candidate will not have the same respect for the company and should be given reasons why they are not a right fit and provided with areas for improvement.
The length of the recruitment process can also be detrimental in attracting the right candidate. Often candidates who were interested in the beginning are turned-off if the recruitment process drags on. Recently we have seen candidates accept offers from one organisation before a decision is made from another.
When candidates are in short supply it is important to act fast.