In this hyper-competitive tech market, providing a good interview experience is critical. And yet, no one organization seems to have perfected it. Fortunately, creating a truly awesome experience can be relatively simple. To resolve the problem, interviewers need to take three basic steps:
- Make the interview experience consistent whether you like the candidate or not.
- Provide clear and constructive feedback to candidates.
- Listen to what candidates say about you hiring process.
If your organization can achieve these simple tasks, your candidates’ experience will be better than those offered by Glassdoor’s Top 20 Employers.
A few weeks ago, we ran a post on improving Candidate Experience. We found that everyone can improve– even Glassdoor’s Top 20 Employers fell prey to very common interviewing mistakes.
The study showed that candidates’ concerns were not particularly varied– ultimately, there were 3 key problems that plagued candidates across the board:
- Inconsistent Experience
- Interview Questions are not Clear
- Lack of Feedback
Though circumstances differed on a case-by-case basis, basically every negative review mentioned one or more of these central issues.
I went ahead and wrote the code, fixed all errors and ran it… I believe I solved it correctly but got no feedback. He just copied my code and said he’ll check the output later. A day later I got the email that they don’t think my background and qualifications match with the position and they have not decided to go ahead with the interview process.
Following this post, we sent out a survey (thanks very much to our participants!) on interviewing and the candidate experience. This survey served to illuminate where and how interviewers are causing the issues candidates highlighted above.
All survey participants were themselves interviewers and all considered candidate experience to be of importance:
- 50% of participants identified themselves as working to “improve the hiring process”
- 84% claimed that candidate experience was “Important” or “Very Important.”
For the most part, survey participants acknowledged the problems that candidates highlighted from the earlier blog post.
- 0% considered the interview experience to be anywhere near entirely consistent
- 34% thought the experience differed widely on a case-by-case basis.
Fortunately, creating a consistently solid process is not difficult. The following guide should set you well on the path towards the ideal experience.
- Interviewers must make the experience consistent for candidates. They can achieve this by implementing a well-designed interview structure. By asking questions from a script or outline and make decisions against a predefined rubric, one can ensure interviews are well-structured and that hiring criteria are uniform in both concept and execution.
- Providing feedback is imperative. Unfortunately, all feedback is not created equal– in order to provide the right kind of feedback. Tell your candidate what you were looking for in your questions and explain the gap between the answer you wanted and the one they gave. Additionally, provide a recommendation for what the candidate should work on going forward.
- Capture candidate feedback at the end of the process. In this way, you can stay abreast of candidates’ ongoing concerns and pain points throughout the process. Candidates, like all of us, appreciate being listened to. By simply giving them space to voice their reaction and listening appropriately, you can provide a much more welcoming and receptive environment.
Implementing these actions can be a quick and painless process, and will improve candidates’ interview experience enormously.