Creating the Best Candidate Experience Starts With the Interview

Apr 09, 2019

Candidate Experience Matters

The experience every candidate has with your business, whether they are hired or not, has an important impact on your company, from online reputation management to bringing the best people on board. It’s up to you whether this impact is positive or negative, and it starts the moment you contact the candidate.

Establish Expectations for Company Culture & Conduct

The first impression you make on a candidate is a lasting one. The interview is the first time you meet face to face. It sets the tone for company culture and conduct to that candidate. For example, if you are late to the interview and unprepared, you are sending a message to the candidate that, if hired, it is okay to be late to important meetings. It also shows that preparedness is not something the culture values. Fast forward six months later, that same candidate is now an employee and arrives late to a meeting. They are later reprimanded for their lateness but do not understand why. They were under the impression it was an acceptable form of behavior from the moment they set foot in your door as a candidate. This misunderstanding leads to disengagement and disgruntled behavior, and eventually they may even leave the company. All of this could have been avoided if the interviewer had just established the right expectations from the very beginning of the relationship.

It’s a Candidate’s Market

With more and more Millennials and Gen Z employees entering the workforce daily, there is a lot of competition. Never in history has there been a talent pool this large. If you want the best of the best working for you, you’re going to have to prove why you’re the best choice. Right now, the candidate holds the power.

Believing that the main goal of the interview is for the candidate to impress you is an outdated attitude. Thanks to the Internet, there is a slew of easily accessible information out there about your company. Resources like Glassdoor are a staple for most people when they get ready to search for a job. They want to know everything they can about what it’s “really” like to work with you. Most won’t even consider interviewing with a business if they’ve read bad reviews. On the contrary, even if a candidate has read great reviews but leaves with a bad impression after their interview, they are much more likely to take an offer from another company over yours. Candidate experience is everything in the current labor market.

Preparation for the Interview is Key

There are some key things you and your hiring managers can do to make the interview experience great. Preparation is at the top of the list. Follow the steps below to ensure your candidates have a positive and consistent interview experience.

  1. Identify job requirements, candidate competencies, and skills
  2. Communicate requirements to those involved in the process
  3. Review candidate resume or profile and prepare questions
  4. Anticipate and prepare for candidate questions
  5. Finalize interview schedule and responsibilities

Set Your Managers Up for Success

Leaders can set their hiring team up for successfully creating a positive candidate experience by providing training on how to properly conduct interviews. Interviewing is a skill that needs to be developed. Investing in this skill will ultimately enhance your brand’s reputation and improve performance.

ZERORISK HR is a leader in pre-employment assessment and behavioral interviewing. If you are interested in providing behavioral interview training for your hiring managers, we offer a variety of options.

Contact us to learn more about learning experiences for your team.

ZERORISK helps organizations build great cultures by identifying, developing, and retaining top talent. The ZERORISK Hiring System blends a revolutionary behavioral science with state-of-the-art technology to reduce unwanted turnover and improve employee performance. For more information contact us at (800) 827-5991.

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