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How to Rethink the Hiring Process

Finding top talent can be difficult, as the interview process can take a toll on your hiring team. From sorting through applicants to discussing candidate experience with other recruiters, there are more steps involved than many people might suspect.

If you’re looking to schedule interviews and find the best candidates for upcoming positions, there are a few best practices. When you’re going through the hiring process, here’s how you can find the right candidate and provide a better hiring experience.

Use an interview scheduling tool.

Interview scheduling is finally breaking through to the forefront. Have you ever received a candidate’s email address and then spent days trying to set up an interview time? Or, have you had to deal with the frustration of back-and-forth phone calls to attempt and nail down an ideal time? It can be frustrating for recruiters and applicants alike. Instead of playing the usual game of schedule tag, an interview scheduling tool can make your life much easier and provide a better candidate experience.

If you’ve never used one before, it’s essentially a calendar integration that lets candidates self-schedule from a list of open times. You’re probably thinking: How will this tool know what spots are and aren’t available? Luckily, as candidates self-schedule and select open slots, the calendar integration updates in real-time. That way, no interviews are double-booked and you don’t have to worry about addressing incorrect applicant interview selections. It’s an excellent tool for recruiters to have handy as it makes the scheduling process much more streamlined and cohesive.

On top of this, most scheduling tools are very customizable so you can personalize the experience as much or as little as you want. If you simply want to use the calendar integration, that’s fine. If you want to have it automatically provide information for upcoming candidate phone calls, you can do that as well. All you need to do is experiment a bit with your chosen tool to see which features are and aren’t necessary for your business and your hiring process.

Ask smarter questions.

If you’re relying on the traditional interview template, you’re probably not getting to the core of what makes each applicant tick. While the standard list of strengths and weaknesses is easy for recruiters to remember, there are plenty of ways to provide a better candidate experience by asking more impactful questions. Of course, it’s fine to ask general questions about work experience, but it’s also important to remember that the answers to these are probably present in the candidate’s resume. Instead, ask questions during a candidate interview that allow applicants to showcase their personality as well as their skill sets.

This is especially important because a candidate’s resume and work history are only one piece of the puzzle. You should also ask probing questions that give you a better idea as to how a candidate fits into your business’s culture. Try to find out how their values align with those of your business. Ask questions about how they’d resolve workplace disagreements in real-time. Look for cues as to how a candidate may perform under pressure. Try to find out more about their personality and how it will mesh with other members of the team.

Think outside of the traditional format.

If you are looking to shake things up in a bigger way, you can take an interview outside of the office. You could bring a candidate to a job site and see how they perform under observation. You could ask questions over a lunch meeting where an applicant is more likely to be relaxed and personable. You can shake up your hiring process as little or as much as you like.

By rethinking the hiring process, you’re making it much easier for your business to find top talent. From scheduling tools to new interview tactics, there are plenty of ways to give your company a leg up when searching for a new employee.