As recruiters we have the benefit of being involved with multiple interview processes at any one time. In the current market these processes can vary massively in length and complexity. We recognise that there is a fine balance to be made between a process being rigorous and thorough enough to ensure the right hires and one that dissuades candidates from proceeding.
- Set expectations – If you have four stages in your process ensure that this is communicated to candidates in detail from the outset. Pre-set interview dates and locations are always welcomed and generally ensure lower drop out rates.
- Online testing – Pass on as much information as possible about these to candidates, including practice tests if possible. Release results as soon as the process allows, everyone wants to know how they have fared on a test!
- Assessment centres – Assessment centres certainly have their value. We tend to find the more senior the role the more likely the candidates are to feel uncomfortable or object.
- Feedback – The recruiter’s buzzword! Providing feedback as soon as possible is a sure-fire way to keep candidates you want to take to the next stage invested in the process. Radio silence always make people presume the worst, so even if there is not a clear decision yet a communication to this effect is great.
Written by Hannah Mcilvennie, Recruitment Consultant