Have you ever taken time to reflect back? Is it the interview management or the interviewees who are failing in the interview? If not, it’s time to give it a thought.
Some of you might be able to remember when recruiting was about pulling names from a classified ad of a newspaper.
So, what are the steps to be followed before scheduling an interview?
- Dialing the contact person in the organization – then request the candidates to send their resumes for further shortlisting.
- Once the candidate would clear the application stage, call them and schedule an interview slot.
- Post-offer-follow-up is also one of the important steps in inter management process.
We have been hearing a lot from HR professionals in various organizations expressing concerns about the quality and consistency in the way the whole interview process is managed. But, when it comes to talent attraction and setting candidate expectations right in the interview, it is high time to bring a change and introspect each aspect of the whole interview management process.
So let’s identify some critical steps to drive and make your interviewing process a world class:-
Hiring Managers need a new cape for acting as a Salesforce
When it comes to setting candidate expectations right, it is important to think out of the box.
It is time to start defining targeted talent persona and creating an attraction plan around their specific consumer behaviors. To design the talent persona, talk to your top performers and find out what makes them tick.
How did they come to your company?
How do they stay current with what is going on within their industry?
What message would really resonate with them?
Isn’t that the same approach followed by the sales force to attract the customer to a product? Yes, you are right!
To streamline the interview management process, take some research, make a checklist of the questions and prepare some selling points based on the interest of the talent persona. Sell the right message during the interview and, place that message in a right manner to nurture the targeted talent pipeline.
Subsequently, you will attract and connect with the right candidates in a jiffy.
Interview Management and Candidate Nurturing:
Nurturing and building a relationship with your talent persona like leads is just as important as attracting them.
31% of selected candidates keep waiting to hear back after the interview process is over. 44% feel the lack of response from recruiters is the most frustrating part. As a result, they start looking for other jobs.
To build and nurture a connection with the targeted talent pipeline, you can begin building relationships through email campaigns, direct mail, text messaging. Using a tool to check the status of the documents submitted online for background verification is also essential.
But, the important part is to create a strategy around how and when you interact with that targeted talent pipeline on the call.
Impact of Interview Management on Employer Branding:
Set up a few brainstorm creative sessions with your employees where you can define your core issues, evaluate your competition’s recruitment strategies, define your talent persona to them and, make your employees as brand ambassadors to connect with the targeted talent persona during the whole interview process.
Put it all together:
Your interview management process should be an integrated approach. Then, lead the art of talent draw and meeting up the candidate expectations right. There is no secret sauce. However, if you broaden your approach and your definition of recruiting, the candidate expectations can be attained. Try creating a multi-faceted approach to meet the candidate expectations. Create a robust strategy to nurture your candidate and use employees as brand ambassadors to build a relationship with the candidate.
For more information:
To learn how to manage an interview process or build a robust candidate experience, request a demo here: http://hirepro.in/contact-hirepro.php