I’m delighted to say that recruitment, selection and interviewing is very much a part of my day to day tasks presently. Refreshing, too, is the increase in the number of excellent candidates who are applying for the roles – a welcome shift after a period post covid when I would be lucky to get even one or two candidates apply, who, when contacted would disappear into the ether.
interview process be re-engineered? Is it fit for purpose and effective?” started me thinking
about my own experiences as an interviewer, and looking at the process through
the eyes of the interviewee.
Good open questions are essential to allow the candidate to talk from
experience and provide essential information about them and their suitability
for the role. An example of this might be “Your CV tells me that you mobilised
a new restaurant opening. Can you talk me through how you were involved?”
Where possible, I interview a candidate along with a scribe, who will
write down the answers to the questions. It’s impossible to really absorb the
answers when you are concentrating on the next question. And the scribe can
also observe body language.
I also agree that the process should be as short as possible, as the
longer it takes, the more likely you are to lose the best candidate. We are a
service company and we always invite our potential candidates to spend a day
working with us (for which they are paid), to give both parties the opportunity
to decide if the relationship is going to be a positive one.
I’m assuming that “talk at talent” refers to someone who has been
highlighted as being suitable for a role because of their past experience or
attributes? There may be a number of factors that the candidate may also be
considering , for example their five year career plan, salary, benefits, travel
time, and current domestic situation, and they don’t want to be shoehorned into
a role they are not really committed to.
While automated interview systems can save time and remove interviewer
and candidate bias, one thing they cannot do is replace human behaviour. I have
never used this tool, and if I did it would be a small part of the process.
I do agree that generic job descriptions and specifications need to be
revised to include the employees approach to the customer and service, and that
company policies on sustainability and their role in community and society
should be part of the interview process as a positive selling tool for the organisation.
The world is changing and as we start to recruit more Gen Z and
Millenial candidates, and focus on equality and diversity within our
organisation, old fashioned processes can’t be tolerated. They are independent,
grew up with social media, the internet and technology, are very aware of the
social, economic and environmental issues happening globally, and are vocal
about social justice and gender issues. We all need to revisit our recruitment
processes to ensure we increase the talent pool and focus on the culture of our
organisations, speed up and personalise the process, look at people not CV’s
and look at the actual job behind the job title.
What have your experiences been as an interviewer or a candidate?