Guess What? Your Interview Process Stinks (and It’s Costing You Talent)
Let’s cut to the chase: your interview process is likely a hot mess.
But with some straightforward adjustments, you can transform this necessary evil into a talent magnet.
Start from the Beginning: Scope It Right
Before you even think about scheduling interviews, take a hard look at the job you’re hiring for. Scope it appropriately. Define the skills and experience needed to achieve your goals. The clearer you are, the more likely you are to attract candidates who fit the bill.
Identify Key Stakeholders
Identify key stakeholders who absolutely must be part of the interview process. But here’s the kicker: keep the team lean. Too many cooks spoil the broth (and the interview experience). Include cross-functional team members and a peer or two, and make sure to have a diverse group on your interview team. This not only fosters different perspectives but also gives the candidate a feel for the team beyond leadership.
Define the Interview Process and Stick to It
Aim for 2-4 rounds max—four should be reserved for senior-level candidates only. Cancelling interviews or dragging out the process is a bad look. It screams disorganization and can leave candidates questioning your leadership, internal processes and decision-making abilities.
Think Before You Add Assignments
Pause and think hard about what you actually need to assess. Are you looking at a technical skill or a presentation capability? Most candidates loathe these extra hoops. That said, some candidates actually appreciate assessments—they see it as a chance to showcase their skills and get a glimpse of your work style. If you must include one, keep it short and relevant. Avoid real-world scenarios unless you’re ready to compensate them for their time.
Prep, prep, prep
Preparation is key! All interviewers should come ready with solid questions—cover both technical skills and softer aspects like work style, management approach, and how candidates like to be managed. A poorly planned interview can backfire spectacularly, leaving candidates feeling disconnected. If your interviewers look distracted or overwhelmed, you can bet the candidate is picking up on that vibe.
Gather Feedback Efficiently
Implement a process to gather interviewer feedback quickly. Align your team beforehand on the success criteria you’ll be assessing. And don’t leave candidates hanging—be clear about when they can expect to hear back. If there’s a delay, check in with them and share what’s going on. Remember: no news is NOT good news. Transparency shows respect.
Provide Feedback, No Matter the Decision
If you decide to pass on a candidate, offer them constructive feedback. It’s not only courteous but also helps them grow. If you’re extending an offer, do it swiftly. Have your benefits package laid out and ready to share early in the process. The offer delivery process matters and should really be looked at as not only an extension of the interview process, but also onboarding a potential new employee.
Michelle Holahan is VP, Head of Employer Brand. She specializes in digital marketing, media and analytics recruiting for CPG, eCommerce and retailers. She serves as a consultant to employers in understanding the nuances of the market and how employer brand and processes impact talent attraction and retention.