For all the criticism aimed at the job interview process (like here, here and here), we in the hiring field lack a viable, practicable alternative. The march to find talent is closing ranks, so we soldier on in our quest to find and secure the superlative talent as part of our mission to be an exceptional company.
Some interviews go better than others, and the perfectionist in all of us feels constant pressure to improve the process and the experience for all involved. When an interview doesn’t go particularly well, part of it can perhaps be attributed to the interviewee, but recruiters and talent acquisition leaders alike should be asking themselves, “What can we do better?”
Interviews have been compared to first dates countless times. My first date with my husband was fun and romantic, but in hindsight it was also awkward and we both fumbled, just hoping something would spark. Well, it did spark, but only because we followed it up with multiple other dates and of course all the love stuff that – don’t worry – I won’t bother you with. It all came down to excellent communication, which is true in both our personal and business lives.
We have a duty to ask better questions and sometimes, like a first date, we fall flat. To avoid that, and present ourselves as the match that your ideal candidates want to make, I’ve got some tips to share:
Making interviews better – and improving the candidate experience – is something we can always work on, and learning from our peers is one of the best ways to do that. Let’s keep the discussion going, and get that information we want!