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Reduce your interview process to attract the best candidates

Nothing is more frustrating for a Hiring Manager than hearing a recruitment consultant say, “I’m sorry, the candidate has pulled out of the process. They’ve been offered elsewhere.”

There can be many reasons for organisations missing out on the best candidates. However, a common reason candidates cite is the interview process being too long. A friend of mine who works within talent acquisition recently told me that she went through an interview process with nine stages…nine! When I questioned why she persevered, she said “I really liked the company and by being part of talent acquisition team I’m in a position to help reduce the number of stages during the interview process, so no one has to do this again.” Quite commendable, I thought.

One of the many benefits of being a telecommunications recruitment consultant is that I am able to see how different organisations conduct their interview processes, especially when it comes to organisations in the same industry. I would never tell a candidate to choose one firm over another, but I would give honest advice about the typical length of time an interview process is, based on my experience working with a client.

So, here is my advice for organisations who want to avoid missing our on the best talent:

1. Before any candidates are approached consider the following:

  • Have you clearly defined the role before you hire?
  • What will be the number of stages during the hiring process?
  • Who needs to be involved?

2. Consolidate stages where possible. For example, consider whether a candidate needs separate calls with three Directors. Why not try having one call with three Directors. It saves time for everyone – especially the candidate.

 3. Do not have more than three stages unless absolutely necessary. The longer your process, the higher the chance that your ideal candidate will be poached by someone else.

Factoring in these simple considerations can save you time, money and ultimately land you the perfect candidate. It is worth remembering that with the number of telecommunications jobs in the market at the moment, candidates have more choice, so there needs to be a bit of leeway from organisations in terms of either setting expectations and/or the length of the interview process.

For more information or advice about how to ensure you get the best talent in the marketing, then feel free to contact me.

Rebecca Macmillan