Recruitment

In Part 1 of this article, I talk about the psychology of interviewing? I talk about preparation, an approach to questioning and the need to change the method of interviewing in order to increase the positivity of the experience for both the candidate and interviewer alike. Why? Because a bad experience will not be confined to the interview room, but on the flip side, neither will a positive one.

Managing Candidates

So why is the candidate experience so important and how do you achieve it? There are a variety of elements which contribute to a good experience, but I hope these suggestions will make it great! Your influence over the candidate journey starts with the selection process, whether you are using a recruiter or sifting candidates from an advertisement. Have a clear vision of your expectations of what you’re looking for, not just from a skills perspective, but the person overall. Once you have assessed the skills, check out any information which may be provided which outlines any personal achievements or interests which will help the steer. What you are trying to achieve is to reduce the number of candidates until you have your top 3 or 4 max. There really is no point in interviewing more than this for any given role, because the process will quickly become unmanageable (I will explain why later). You have to be decisive and choose the eventual new hire from this group. If the sifting and selection process is right, this should be the successful outcome every time.