Is Your Hiring Process Scaring Talent Away?

January 17th, 2020

Like it or not, the hiring process is a two-way street. Much like dating, sizing up the other person, and assessing your feelings for them will only get you halfway to the finish line. You’ll also have to win the person over, which may mean treating them with respect, enjoying their company, showing interest and curiosity as you ask them questions, and giving them the benefit of the doubt as they answer.

If you don’t take these steps and you don’t work hard to show what you have to offer, you may decide the candidate is simply perfect… the minute before they wander away. Keep these tips in mind, and you’ll be more likely to attract talent instead of scaring great candidates off.

Be the first to tackle every task.

Reach out first. Proactively contact great candidates (through a recruiter or search service), and make the interview process easy. Start with a phone call and move from there to an in-person meeting. Keep both short. Pay for the candidate’s travel. Be on time. Greet the candidate warmly. Take responsibility for breaking the ice and keep the conversation flowing. Make them comfortable; don’t expect them to do that for you.

Be polite when it comes to timelines.

There’s no need to rush your decision, but be polite when your candidate asks about it. Never rudely shut down applicants who call for an update, and don’t curtly forbid this behavior from the start. Candidates have a right to plan out their lives. To the best of your ability, give them the information they need. If you can’t tell them anything, say so professionally.

Keep the tone of the interview in context.

Always remember the goals of the interview process and keep the tone in line with those goals. An interview should never be confused with a trial. And it isn’t a cross-examination, either. Don’t try to poke holes in your candidate’s statements as if you’re trying to catch him or her in a lie. Don’t corner or bait candidates (even if you’re doing it politely), and don’t draw details from their background and hold them up as accusations. (“It says here you majored in biology. What does that have to do with a company like ours?”). Even the most subtle antagonistic behavior can push a candidate to accept an offer elsewhere.

Treat the candidate as you would wish to be treated.

Ask if they had trouble finding the venue. Make sure they know how to leave the building after they exit your office. Offer them a comfortable seat. Find an interview area free of distractions, noises, smells, and interruptions. Show off a little by dressing well, preparing in advance, and choosing a venue that showcases the best aspects of your company. Leave a positive impression, even if you don’t ultimately hire the person.

For more on how to form a positive relationship during every interview, reach out to the staffing pros at PSU.

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