Main Contractors – Do you need to rethink how you interview?

Interview Ellis Fox Blog

When hiring, there’s no question that companies want to attract the best candidates to choose from. Creating a job description, reviewing CV’s and holding interviews may be a normal part of that. But where many companies fall short is how they structure the interview process, by either dragging it out to long or failing to communicate effectively, and then they’re then surprised when top candidates decline the offer.

The feedback we get from candidates after they’re been for interviews is often enlightening. Companies that want to improve their hiring process have an opportunity to learn from this. Here’s what we’re hearing:

  1. Involve the right people

People often move because of a disconnect with management or the company culture. Therefore, when they go for an interview, they want to engage directly with those they’ll be working with. This gives them an opportunity to determine if these are people they can respect and work with without getting frustrated. If they’re excluded from the interview process, a candidate won’t be able to make an informed decision and they may decide to rather not take the chance and seek opportunities elsewhere.

  1. Communicate timelines

Senior professionals generally have to work longer notice periods, so understanding the timeline of the interview and hiring process is essential. Equally important is keeping to that timeline. If you promise interview feedback by a certain date and that comes and goes without any communication, they’re likely to swiftly move on to the next opportunity.

  1. Limit the number of interviews

Extending the interview process beyond 2 to 3 interviews becomes frustrating for candidates as it draws the process out and can be very stressful. Structuring interviews to create ample opportunity for both sides to ask questions and see if it would be a good fit can be achieved in fewer meetings. When companies are decisive and move quickly to make an offer to qualifying candidates, they’re more likely to secure them.

  1. Be upfront about flexible working policies

Hybrid and work from home has become an expectation and can be a deal breaker. No candidate wants to go through a whole series of interviews and decide to accept an offer only to discover there’s a strict office only policy.

The workplace is changing, and with the current skills shortage, companies need to be proactive and organised if they wish to attract the best candidates.