More from the blog
Many in-house recruiters will feel as though they are trapped between a rock and a hard place when working with hiring managers.06 November, 2017
It may well be the latest buzzword in recruitment circles, but you simply can't underestimate the importance of employer branding. Get it right and your business will b24 October, 2017
It goes without saying that most business owners and leaders want to be seen as experts in management, deftly understand the needs of their team and making the required decisions to create a streamlin01 November, 2017
Creating an awesome candidate interview experience is vital to hiring the staff you want.
We’re still astounded to see how many organisations don’t consider the ‘candidate interview experience’ as paramount to the hiring process. All too often the employer (this can be the Founder, department manager, or HR) comes across in a manner that is off putting to the interviewee, whilst even when they don’t, the overall ‘journey’ or ‘experience’ that the candidate has, represents the company in a bad light. To hire staff, you have to deliver your best performance.
Tony Hsieh, the visionary CEO of Zappos, is a protagonist of building culture and advocates how the best people are attracted by your culture and how hiring managers must exemplify the culture to secure talent.
At Zappos, we really view culture as our No. 1 priority. We decided that if we get the culture right, most of the stuff, like building a brand around delivering the very best customer service, will just take care of itself - Tony Hsieh
4 Types of interviewer that candidates can’t stand.
The first thing to consider is what sort of interviewer are you. A potential employee will determine that the person they meet is a representation of the company itself. After all, your culture is shaped by the people that you employ. Below are four persona’s that candidates don’t want to meet, but more often than not do.
#1 The Nonchalant
Outwardly casual and calm. A relaxed style displaying little interest or enthusiasm. They act as though they don’t really want to be there and that the interview has no importance to them.
#2 The Narcissist
Has an egotistical admiration of their own attributes. This interviewer spends the whole time talking about how great they are, and references the interviewees skills in a derogatory way, suggesting a ‘you’re no way as good as I am’.
#3 The Slob
Is late, scruffily dressed, hasn’t read the application/CV and provides little in the way of information about the job role and responsibilities
#4 The Textbook
Overly formal. Lacks personality. Asks detailed scenario based questions. Runs through the job description, but doesn’t delve into the motivations of the individual in front of them.
The ideal interviewer
To impress and draw in the best talent, your team have to be able to interview effectively, both to determine whether the applicant has the knowledge, skills, applicational experience and cultural suitability for the role and company, and to outwardly represent your company culture, values and vision.
Most interviews last around an hour, so there is a lot to cover in a short time and everyone is different. So, to streamline the process and to get consistency, create an interviewing guide. With this, you’ll capture the knowledge you need to make a decision on progressing an applicant, you’ll be able to communicate a candidate’s suitability to a team member and anyone carrying out further stages of the interview process, will quickly be able to review your notes in a recognisable and agreed format.
The overall journey, must be built into the culture of your organisation
It’s important to remember, that much like any customer journey we go on, the interviewee, wants to have an exemplary experience at every touchpoint. We’ve all had great in-store experiences, only to feel let down by customer services on the telephone, or by the quality of the packaging that our product arrives in. Brand perception is everything. It’s the same when you want to hire.
Zappos, was lauded as an organisation whose success, in an incredibly competitive space, was attributed to amazing customer experience and it’s CEO put that ‘experience’ being born from the culture that he had built through the consistency of their hiring process. It’s an old example now, but still highly relevant.
Food for thought
All of your team should be briefed on what the ‘customer experience’ means in your culture. The way a candidate gets treated should be the same as a client get treated, the same as a supplier gets treated and the same as everyone in the business gets treated.
Your values and ambition will shine through and the best talent will want a piece of the action.
Talent Heroes is a people business. We’re contracted by clients to work in house, attracting and hiring an unlimited number of staff, for an all inclusive monthly fee.