Q&A: How to help your hiring team provide a great candidate experience

Josh Jones, Manager of Talent Acquisition, Employ Inc
Sep 1, 2022

To stand out in today’s competitive job market, employers and hiring teams must provide candidates with the best experience possible. But what elements make a great interview process? On this episode, Josh Jones, the Manager of Talent Acquisition at Employ Inc., shares his insight on what will enable your hiring teams to provide a great […]

To stand out in today’s competitive job market, employers and hiring teams must provide candidates with the best experience possible. But what elements make a great interview process?

On this episode, Josh Jones, the Manager of Talent Acquisition at Employ Inc., shares his insight on what will enable your hiring teams to provide a great candidate experience.

Additional Resources:

Ask a SMB Workplace Question and get featured on POPS! The People Ops podcast.

On this episode, you’ll hear:

  • [00:44] Starting with people
  • [02:18] Having a well-defined interview process
  • [04:31] Incorporating technology
  • [06:42] Standing out in recruiting

Transcript

Welcome to POPS, the show that shows you how to shift from human resources, paperwork to people, operations for the new world of work. How by answering one question at a time I’m Josh Jones, the Manager of Talent Acquisition at Employ Inc. Here to help answer the question around interview coaching and how to help your hiring team provide a great candidate experience.

In today’s competitive job market as employers and hiring teams, we absolutely must provide candidates the best experience possible so that we can stand out as employers. Today, I’m gonna share with you some insights that will enable your hiring teams to provide a great candidate experience.

I will focus on three key pillars, people, process and technology, starting with people. I want to quickly share how having the right people on your interview teams and enabling them properly will ensure that your candidates are being fully vetted. While also having a great candidate experience, I would recommend having some sort of formalized interview training where you can fully describe your interview process and the purpose of each interview.

You will also want to be sure that all of the information is documented and accessible so that you can direct your hiring teams to that location. If they have questions or need refreshers in the future.

In the interview trainings that I have conducted, I usually cover our full interview process, including each step. And the why behind the step. I also talk about the dos and don’ts of interviewing think being on time, being friendly, asking you open-ended questions is some of the dos and things like, you know, maybe asking questions around anything that’s federally protected, like age, race, um, whether they’re parents or not, as, you know, some of the.

I also always emphasize to the interviewing teams, whether it be my own recruiting team or our other in internal stakeholders that we always have to remember that candidates are interviewing us as organizations. Just as much as we’re interviewing them. There have been instances where I’ve had to remove someone from an interview team because of feedback given by a candidate or them consistently not sticking to our process and not providing timely feedback.

So having the right people on your interview teams can have a huge impact on the quality of interviews that your candidate receives, which definitely impacts their experience now to touch on the process. I think it’s also absolutely critical that you have a well defined interview process.

This also can greatly impact the candidate experience. Imagine not having a well defined process, but knowing that you want four people to interview the candidate. So you schedule a series of interviews and the candidate goes in for the first interview, answer some questions and then goes into the second interview.

And some of those same questions come up again. And maybe that happens again in the third interview, you know, how are we able to learn much about the candidate when we’re getting the same answers repeatedly? Does that really add value to your interview process? Now think about if you took those four same interviewers and gave them direction on what each interview should.

the first person can ask questions around, you know, some basic skills needed for the role. Um, the next person might take a much more deeper dive into technical skills and go, a little bit further in depth, uh, with their background and experience. So having each step defined and, and with a specific purpose, ensures that each interview step adds value for the hiring manager.

As they receive that feedback so that they can then make an informed decision. This also keeps the candidates engaged throughout the process. they’re able to learn a lot more about us and our organizations, uh, just from the dialogue that arises from, you know, a variety of questions as opposed to the same questions over and over again.

So do you see how having well defined steps can help both your internal teams as well as the candidates learn more about each. I think the other important piece that a well defined process can deliver for you is simply the timeliness of the interview process as a whole, your recruiters and interviewers both will always know what’s expected of them. Things like when do they need to have their feedback submitted or times that they need to be available to even conduct interviews.

So your recruiters are able to quickly move candidates through a process since it’s consistent across the organization. I’ll also add that these defined steps make it fair and equitable for all candidates going through the process, consistency in who is interviewing and what is being asked in each interview leads to less bias in our team’s decision making.

And lastly, I’ll touch on the technology. Recruiters do not have easy jobs, but if we can equip them with the right tools, they can be much more effective.

Having the right tech stack will ensure that your recruiting teams or hiring teams have the right tools in place to effectively and efficiently review applicants and interview candidates while shortening your time to hire, how easy is it for people to apply? What information are you capturing in their apply process?

And what barriers might you have that keep candidates from applying to your company? Or keep their information from getting to the recruit? having a well crafted career page is just kind of the first step in, you know, your overall tech stack, uh, for your recruiting process.

Another example of how technology can help your teams might be a specific feature within the tech tools within our own job by ATS. For instance, every candidate that comes into a job rack, we have an AI tool built right in to the ATS that visually shows how a candidate scores against the job. This means my recruiting team can use that data and prioritize their time reviewing and speaking with the strongest possible matches for that job.

First, we also have a really awesome and simple to use scheduling tool that can automate the scheduling part of the process. This eliminates some of the emails or calls and the back and forth between recruiters and candidates, which gives my recruiters more time to essentially be sourcing and interviewing, uh, versus playing, you know, that admin.

texting has also become a major tool of communication and data shows that people reply at a much higher rate and exponentially faster to text versus emails. So

Having a texting tool at the recruiter team’s fingertips can help improve your candidates, pipelines and speed up your entire interview process. I do feel a bit spoiled getting to lead recruiting at a recruitment technology company, but I must say that it’s one of my favorite parts of the role and being able to get our hands on some of the latest and greatest tools.

And seeing how they can make, you know, recruiters lives as a whole easier and more effective and efficient is absolutely awesome to me. So to kind of sum up here, We want to stand out as employers and attract the best possible talent. So providing the absolute best candidate experience possible definitely helps you do that. It starts with the people and ensuring that you have the right people on your interview teams and making sure that they’re enabled to interview effectively.

Next a solid interview process is extremely important. Remember to divine your steps and train your internal teams on the process. And if people are not sticking to the process, I think it’s absolutely okay to get the right people on the interviewing team.

Finally, the technology, there are a ton of tech tools out there for recruiters today, having the right tools and the right mix of technology that also aligns with your processes will positively impact the experience that your candidates have. So do you have a question for us? Click the link in the show notes.

Welcome to pops the show that shows you how to shift from human resources, paperwork to people, operations for the new world of work. How by answering one question at a time I’m Josh Jones, the manager of town acquisition at employee Inc. Here to help answer the question around interview coaching and how to help your hiring team provide a great candidate experie.

In today’s competitive job market as employers and hiring teams, we absolutely must provide candidates the best experience possible so that we can stand out as employers. Today, I’m gonna share with you some insights that will enable your hiring teams to provide a great candidate experience.

I will focus on three key pillars, people, process and technology, starting with people. I want to quickly share how having the right people on your interview teams and enabling them properly will ensure that your candidates are being fully vetted. While also having a great candidate experience, I would recommend having some sort of formalized interview training where you can fully describe your interview process and the purpose of each interview.

You will also want to be sure that all of the information is documented and accessible so that you can direct your hiring teams to that location. If they have questions or need refreshers in the future.

In the interview trainings that I have conducted, I usually cover our full interview process, including each step. And the why behind the step. I also talk about the dos and don’ts of interviewing think being on time, being friendly, asking you open-ended questions is some of the dos and things like, you know, maybe asking questions around anything that’s federally protected, like age, race, um, whether they’re parents or not, as, you know, some of the.

I also always emphasize to the interviewing teams, whether it be my own recruiting team or our other in internal stakeholders that we always have to remember that candidates are interviewing us as organizations. Just as much as we’re interviewing them. There have been instances where I’ve had to remove someone from an interview team because of feedback given by a candidate or them consistently not sticking to our process and not providing timely feedback.

So having the right people on your interview teams can have a huge impact on the quality of interviews that your candidate receives, which definitely impacts their experience now to touch on the process. I think it’s also absolutely critical that you have a well defined interview process.

This also can greatly impact the candidate experience. Imagine not having a well defined process, but knowing that you want four people to interview the candidate. So you schedule a series of interviews and the candidate goes in for the first interview, answer some questions and then goes into the second interview.

And some of those same questions come up again. And maybe that happens again in the third interview, you know, how are we able to learn much about the candidate when we’re getting the same answers repeatedly? Does that really add value to your interview process? Now think about if you took those four same interviewers and gave them direction on what each interview should.

the first person can ask questions around, you know, some basic skills needed for the role. Um, the next person might take a much more deeper dive into technical skills and go, a little bit further in depth, uh, with their background and experience. So having each step defined and, and with a specific purpose, ensures that each interview step adds value for the hiring manager.

As they receive that feedback so that they can then make an informed decision. This also keeps the candidates engaged throughout the process. they’re able to learn a lot more about us and our organizations, uh, just from the dialogue that arises from, you know, a variety of questions as opposed to the same questions over and over again.

So do you see how having well defined steps can help both your internal teams as well as the candidates learn more about each. I think the other important piece that a well defined process can deliver for you is simply the timeliness of the interview process as a whole, your recruiters and interviewers both will always know what’s expected of them. Things like when do they need to have their feedback submitted or times that they need to be available to even conduct interviews.

So your recruiters are able to quickly move candidates through a process since it’s consistent across the organization. I’ll also add that these defined steps make it fair and equitable for all candidates going through the process, consistency in who is interviewing and what is being asked in each interview leads to less bias in our team’s decision making.

And lastly, I’ll touch on the technology. Recruiters do not have easy jobs, but if we can equip them with the right tools, they can be much more effective.

Having the right tech stack will ensure that your recruiting teams or hiring teams have the right tools in place to effectively and efficiently review applicants and interview candidates while shortening your time to hire, how easy is it for people to apply? What information are you capturing in their apply process?

And what barriers might you have that keep candidates from applying to your company? Or keep their information from getting to the recruit? having a well crafted career page is just kind of the first step in, you know, your overall tech stack, uh, for your recruiting process.

Another example of how technology can help your teams might be a specific feature within the tech tools within our own job by ATS. For instance, every candidate that comes into a job rack, we have an AI tool built right in to the ATS that visually shows how a candidate scores against the job. This means my recruiting team can use that data and prioritize their time reviewing and speaking with the strongest possible matches for that job.

First, we also have a really awesome and simple to use scheduling tool that can automate the scheduling part of the process. This eliminates some of the emails or calls and the back and forth between recruiters and candidates, which gives my recruiters more time to essentially be sourcing and interviewing, uh, versus playing, you know, that admin.

texting has also become a major tool of communication and data shows that people reply at a much higher rate and exponentially faster to text versus emails. So

Having a texting tool at the recruiter team’s fingertips can help improve your candidates, pipelines and speed up your entire interview process. I do feel a bit spoiled getting to lead recruiting at a recruitment technology company, but I must say that it’s one of my favorite parts of the role and being able to get our hands on some of the latest and greatest tools.

And seeing how they can make, you know, recruiters lives as a whole easier and more effective and efficient is absolutely awesome to me. So to kind of sum up here, We want to stand out as employers and attract the best possible talent. So providing the absolute best candidate experience possible definitely helps you do that. It starts with the people and ensuring that you have the right people on your interview teams and making sure that they’re enabled to interview effectively.

Next a solid interview process is extremely important. Remember to divine your steps and train your internal teams on the process. And if people are not sticking to the process, I think it’s absolutely okay to get the right people on the interviewing team.

Finally, the technology, there are a ton of tech tools out there for recruiters today, having the right tools and the right mix of technology that also aligns with your processes will positively impact the experience that your candidates have. So do you have a question for us? Click the link in the show notes.

If you’ve got other ideas and feedback about our show, send them to podcast zits.com.

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