In the constant cycle of hiring, firing, and retiring it can be easy to blame a bad interview on the applicant. After all, they are the ones trying to fit into the company, right? Believe it or not, hiring managers account for several of the worst mistakes made in the interviewing process, which can lead to a shallower applicant pool in the future. According to a study by Corporate Responsibility Magazine, 69 percent of job seekers are unlikely to accept a job from a company with a bad reputation. When applicants step out of your office, you want to make sure their Glassdoor reviews reflect a positive experience.
Looking to improve your company’s candidate experience? Here are three mistakes to avoid:
It goes without saying that you should be on time for an interview, but it may not be as standard on the other side of the conference table. Reviews across the Internet criticize companies that have kept job-seekers waiting for their scheduled interviews, and it can turn off potential applicants from even returning a phone call. I once waited two hours for an interview with a company and ended up walking out because it was clear that they do not value their candidates. Treat your candidates just like you would a client. Try not to keep them waiting, and if a delay occurs, let them know. After all, the best way to showcase you have strong communication skills is to use them.
Forgetting To Read The Resume
It is bound to happen in every hiring manager’s career: your morning meeting runs a little longer than expected, and now you are rushing to meet with a candidate after sprinting to the printer to have their information. In moments like these, it can feel easy to skip the resume and ask them impromptu questions, but don’t hesitate to take a moment to go over their resume. Job-seekers prepare for their interviews and dedicate time to create their resume. As a hiring manager, the easiest way to show respect for a candidate is to read the resume before the interview. If you end up not having the time, use it as a reference in your opening questions of the interview to familiarize yourself with your applicant.
Interrogating The Applicant
Many hiring managers may feel the need to establish themselves as a professional, no-nonsense authority within the company. While this may appear the most efficient way to weed out candidates, it can hurt your chances of getting job-seekers to open up in interviews. This can lead to candidates feeling interrogated rather than interviewed on a personal level. Applicants want to know that you value them as people, not just as overtime working robots.
The next time you have upcoming candidate interviews, remember these tips to show job-seekers that your company truly shines above the rest.
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