Are you putting potential candidates off with your interview processes?
No matter which industry or sector you are working with, one belief is held as standard: holding interviews is the best way to identify the right candidate for the vacancy. Whilst the interview process is undeniably important, the fact remains that it is only effective if conducted in the right way; for example, whilst a traditional interview may well help to establish whether an applicant has a good personality fit for your team in the IT sector, you run the risk of failing to identify whether they are the best candidate for the job unless you ask the right questions.
Asking the right questions
Any questions put to a candidate in an interview should be carefully thought out with a view to delivering the answers upon which you will base your ultimate hiring judgement. This should never be taken to mean that asking a seemingly endless flux of enquiries is the right move. Rather than giving the interviewer a greater amount of information about the candidate, asking too many questions can be detrimental to the process, with the accompanying risk of the ideal candidate becoming disheartened and opting to drop out of the running. Instead, recruiters should focus on honing a streamlined set of enquiries that are highly relevant to the vacant position.
As a result, smart organisations are looking away from the traditional recruitment model whereby candidates were forced to undergo round upon round of gruelling interviews. They are recognising that extending the interviewing stage does not necessarily lead to better insights into a candidate's suitability for a role; in fact, it can work to defeat the original objective of finding the ideal hire. When the old system is scrutinised, it is certainly clear that something needs to change. When a candidate is already employed, having to return repeatedly for further questioning is highly inconvenient, if not downright problematic, and can lead to a higher candidate drop-out rate. Candidate fatigue is certainly likely to set in when the applicant finds that they have to respond to the same tired enquiries each time.
A better approach
Thinking of both your needs and those of the candidate can help to deliver the best outcomes for all involved. Keep interviews to a minimum and schedule them for a single day, as the applicant may need to negotiate time away from their current job. Work with the other interviewers so that topics are not repeated and all relevant information is addressed.
An online interview management system can streamline the process and help to screen applicants ahead of drawing up a shortlist of those to progress. For Cloud IT roles, building in a skills test can be an extremely valuable undertaking, as can including technical scenarios to enable the candidate to demonstrate their practical understanding and their approach to solving problems. This can often be a more valuable indicator of future job performance, which will hinge on softer skills such as communication, collaboration and delegation.
How Regal Cloud can optimise your recruitment processes
Ultimately, it is easy to take control of your hiring process when you have the best tools at your disposal. In addition to reframing your organisation's approach to interviews, recruitment can be streamlined and optimised with the BTaaS (Bench Talent as a Service) solution from Regal Cloud. Not only will this cloud-based solution pre-screen your candidates but also it will effectively evaluate their skills to ensure you hire the right candidate every time.
Why not get in touch today to discover how Regal Cloud can transform your recruitment process? Call 0208 004 9877 today.