Quick Guide: Make Your Interview Process Competitive!

Here's one fact that most companies are not facing: their job interview sucks. In fact, so much that it's hurting their reputation. Since it's the applicant in the hot seat, recruiters believe that they should do everything to get the job. This mindset turns the interview process into a pressure cooker. It leaves the applicant stressed as questions are thrown left and right.

But what if you could use the job interview as an avenue to sell the company to the right applicant? Most interviewees are applying for various companies at the same time. If the candidate is the right fit for the job, the recruiter should make the company more attractive to him/her. The recruiter should paint the company in a positive light throughout the interview.

Beyond the Interview Room

A bad job interview experience results in negative feedback for the company as a whole. Not only will you turn away top talent, you will also damage your image. A survey conducted among job seekers found that 64% will not use the products or services of a company if the interview process is bad.

Also, there's the fact that it's not only the recruiter who does the analyzing during the interview. The interviewee also attempts to assess the company culture and their reward system. Culture should be an important match between employee and company. Hence, projecting the wrong idea of company culture could leave a bad impression.

In a sense, your interview process should be as competitive as your applicants are. This means you have to set expectations from the get-go, and you have to gather feedback after. Also, you should not treat applicants as just another potential employee¯. It helps to treat them in the unique light of their individual traits. As well, job interviews are most productive if you ask the applicant for real solutions. This gives you real insight into how they think.

If you are a recruiter or a hiring manager, here are some tips you could use to improve your interview process:

Understand the requirements. You should know the ins and outs of the job, especially the criteria by which you will screen the applicants. This should be as clear as possible to both you and the interviewee. This is also what you will use when you review their resume, so you can ask relevant questions.

Prepare in advance. Start with thoroughly reading what the applicants submitted. Then, it is important to prepare a schedule and a set of key questions. This will ensure that your interview is structured and easy to follow.

Make it comfortable. Avoid small booths and cramped offices for interviews. Wide, professional areas like conference rooms are best. This way, the applicant can feel calm and at ease. These areas are also great for when you need to bring in others to help you in assessing the applicants.

Avoid weird questions. Don't use outlandish questions that seek to test the candidate's creativity¯. They don't usually amount to anything much. A good example is the classic "Why are manholes round?"¯ Instead, focus on better knowing the candidate. Ask questions to probe both his skills and experience.

Doing these will go a long way in revamping your interview process and improving your image as a company. With this, you can attract more prime candidates to bolster your workforce.