The interview process can be time-consuming and expensive. After all, top talent is hard to come by. The job market is more competitive than ever, which means that employers need to find ways to streamline their interview process to attract the best candidates and keep them interested.
With a little planning, you can streamline your interview process and make it more efficient. By following these four simple tips, you can ensure that you’re conducting faster more effective interviews to help you find the best candidates for the job.
Interview Management Challenges for Hiring Teams
The first step in devising a solution is identifying the problem. Hence, before looking at ways for recruiters to get out of the trap of bad hires, let’s look at common bottlenecks hiring managers and HR teams face in recruiting.
Attracting the Right Candidate
A sad truth about recruitment is you may not always find the best fit for the job. Often, you just have to go with the best available in the pool. What this does is that it makes the hiring process longer and, sometimes, not worth it.
Engaging Qualified Talent
Good candidates with the most in-demand skills are almost always considering different opportunities. This makes it difficult for recruiters to persuade and retain these talents. If they don’t swoon in early enough or present the right offers to these candidates, they lose them to competitors.
Vacant positions often mean companies are not running at optimal efficiencies, which means a loss of money for the affected company.
The faster hiring teams can manage the recruitment process, interview the right candidates and hire the best fit, the more productive. However, recruitment does not always go this way. Depending on the industry, some positions may remain open for several months as the recruiter and hiring team try to reach a consensus on picking the right candidate.
Inefficient Interview and Recruitment Management Systems
From creating a system that attracts the right talents to sieving through for the best fit and ensuring candidates have a seamless interviewing process, the work on the recruiter may get cumbersome. Recruiters are stuck between different routes to ensure they capture the best talents cost-effectively and efficiently.
Best Practices for a Streamlined Interview Process
Recruitment today is not what it used to be. Modern companies and recruiters have created and adopted different strategies and tools to manage their interview and recruitment process. We’ve looked at a few that worked, some that didn’t and have noticed a pattern among those who have figured it out. Here are a few tips the best recruiters use to make their work easier.
Be as Descriptive and Detailed as Possible
Before you even start interviewing candidates, take some time to think about the skills and qualities that are most important for the role you’re trying to fill. Ask yourself what candidate would be a good fit for your company culture and vision. What skills and experience is your ideal candidate supposed to have? What personality traits would make them a good fit for the job?
Improve your pre-screening process by being clear and concise about the job requirements in the job listing and job description. When you outline the key qualifications and responsibilities in your job posting, you can weed out candidates who are not a good fit for the position before the interview.
Once you have a clear idea of what you’re looking for, you’ll be able to eliminate candidates who don’t meet your criteria and focus on those who do. Make it easier for yourself by using knockoff questions from the first interviewing stage, so you only proceed with people with certain prerequisites integral to that role.
Develop a Set of Standard Interview Questions
Once you know what you’re looking for in a candidate, you can develop a set of standard questions that will help you evaluate all of the candidates in a consistent and structured manner.
Preparing a list of questions in advance will ensure that you cover all the topics you want to discuss during the interview. Additionally, having a standard list of interview questions will help keep the conversation flowing smoothly.
These questions should be based on the job requirements that you defined in the previous step. That way, you can be sure that you’re getting information from each candidate that is relevant to the position that they’re applying for.
Schedule Enough Time for Each Interview
While your hiring needs may be urgent or have strict time-constraints, allotting enough time for each interview is going to help streamline your hiring process in the long run. Scheduling interviews means meeting the balance between interviewing a good number of candidates and having the breathing room to step back and evaluate after each interview.
For instance, if you try to squeeze too many interviews into one day, you’re likely to end up rushed and frazzled. That’s not good for anyone involved. Instead, plan to conduct fewer interviews but allow enough time for each one so that you can ask all the questions you need to ask and get a good sense of who the candidate is.
Examine Your Hiring Process for Redundancies
If you want to streamline your interview process, you need to take a close look at the stages and processes involved in interviewing and hiring for a role. There are many questions you need to ask about the interview phase.
How to Evaluate Your Hiring Process
- Are all current interview steps really important?
- What stages can you collapse?
- What processes can you do away with or merge with another?
- Is there a better way to handle this step? Are you using the right tools?
Some companies have as many as 16 rounds of interviews, but there is no proof that the more steps in the interview process, the better the chances of a spectacularly good hire.
As a matter of fact, the more steps involved in hiring, the higher the cost. This may make sense in certain instances when a bad hire would result in a loss that outweighs the cost of recruitment. However, putting more steps in the interview process does not guarantee a good hire.
Instead of fixation on the number of steps involved in the interviewing process to get the best fit, recruiters can look at how best to manage the interview process in a data-driven, autonomous way that reduces cost and helps to identify and select the best fit. One such way is using artificial intelligence to streamline your interview process.
How Can Artificial Intelligence Help Create a Streamlined Interview Process?
Human resources have been seen as needing the human touch to work seamlessly for the longest time. However, the introduction of Artificial Intelligence has not, in any way, stripped it of its wonder. If anything, it made it easier to spread the human touch.
AI Tools for Talent Sourcing
Automation software can analyze enormous datasets in a fraction of the time a human hirer would. This includes scanning through various job boards, applicant profiles and social media pages to identify specific parameters and skill sets for a role.
Recruiters spend a considerable amount of time reviewing prospective employees’ resumes and CVs. Yet, they only manage to skim through about 25% of all the CVs in their database. Imagine how much potential is lost in unopened CVs. This proves why the chances of hiring the best available instead of the best fit are so high.
However, AI can explore databases with higher accuracy and zero bias. This means equal opportunities for candidates and better chances to land the best fit. Beyond scanning and analyzing candidates’ information, artificial intelligence can be deployed to screen the candidates by searching and providing the most relevant questions and checking through references. Furthermore, they can be set up to keep candidates at all interview stages engaged so that even when candidates don’t get hired, they may become raving fans and customers of the brand.
Recruiting with the right strategies can make a huge difference in the output of a company. For hiring teams and recruiters, the game changer is investing in the right strategies and tools to ensure every hire contributes valuably to the bottom line.
In an age of limitless information and connections, creating a seamless interview process is the best way to attract and retain the right talents to ensure maximum productivity. Nail that, and you have given your best-fit candidate an idea of the workings of your business that may convince them to stay with you.
Do you want to see how artificial intelligence helps create seamless processes? Contact us to request a demo.