Refining the hiring and interview process when searching for new HR talent can be highly beneficial. You reduce the time and resources you spend searching for and evaluating candidates and improve your EVP (employee value proposition) and employer brand.

A good interview process shows candidates you value their time, highlights your company’s credibility, and makes HR employees feel more inclined to work with you. Plus, it can ensure you fill the gaps in your talent pipeline faster, reducing the risk of disruption in your team.

However, there’s more to enhancing the interview process than knowing which questions to ask. Let’s explore some key ideas you can use to optimise your interview and hiring strategy and streamline your hiring process.

 

1. Create Detailed Job Descriptions

The first step in strengthening your HR interview process is ensuring you’re attracting the right talented candidates. Your job descriptions can make or break your chances of connecting with the most valuable people in your market.

Start by making sure your descriptions are clear, informative, and direct. Provide specific details about your open roles and choose exact job titles rather than opting for trending terms like “HR rockstar”. Use your job descriptions to highlight your Employee Value Proposition and why candidates should consider working for your organisation.

To avoid losing out on critical candidates, distinguish between your ideal candidate’s “must-have” talents and qualifications and “nice-to-have” traits. It’s also a good idea to use transparent and inclusive language, avoiding any discriminatory terms related to gender, age, or ethnicity.

 

2. Take Steps to Improve Recruitment Efficiency

If your overall HR recruitment process is inefficient, it could take weeks or months for a candidate to receive an interview and learn whether they’ve been chosen for the role. In a skills-short marketplace, this extra time could lose you the talent you need.

With this in mind, think about how you can streamline your hiring strategy. Decide how you will work with a recruiting partner and filter through applicants to determine who should be invited to an interview. You might ask candidates to provide work samples or complete standardised tests when applying for a role.

ATS (Applicant Tracking System) technology can be an excellent way to filter through applications to find the candidates you need rapidly. Ensure you use these tools correctly to find professionals suitable for your role and company culture.

 

3. Use Tools to Eliminate Bias

Diversity, Equity, and Inclusion have never been more important in the HR landscape. It’s vital to ensure you’re not focusing on trying to find candidates belonging to a specific gender or culture.

AI tools used for screening applicants can help to reduce unconscious bias. Or you could work with a HR recruitment partner to help you select people for interviews based on their skills. Another way to eliminate bias is to build checklists for standardised processes throughout the hiring and interview journey.

Your hiring managers and business leaders can use these checklists to “score” candidates based on the factors that make them ideal for the role. These tools can help with everything from post-screening calls to the interview itself.

 

4. Train Hiring Managers in Interview Techniques

The interview portion of the HR hiring process isn’t just an opportunity for you to determine which candidates are best suited to your role. It’s also an opportunity to show talented professionals why they should work for your organisation. Hiring managers must know how to evaluate candidates while effectively highlighting your employer’s brand.

Train hiring managers on what questions they should ask, using standardised procedures to help you score each candidate’s potential for the role. Ensure they know how to rate candidates’ answers and take notes throughout the process.

In today’s evolving work world, it’s also important for hiring managers to understand how to effectively use various interviewing tools, from online video conferencing software, to calling systems. Teach your hiring managers how to ask competency-based questions in the interview and understand each candidate’s body language.

For instance, if a candidate appears nervous, interviewers can take steps to put them at ease. Interviewers must also control their body language and maintain a professional image during the interview.

 

5. Focus on Enhancing Candidate Experience

In a world where competition for HR talent is greater than ever; your hiring and interview process could determine whether you have the best opportunity of making the right hires. Delivering a positive candidate experience is excellent for your employer brand and hiring chances.

With this in mind, think about how you can improve the process for your candidates. Create a shorter application process that makes it easier for professionals to apply for roles quickly. Use fast and convenient pre-screening processes, incorporating video conferencing to reduce the need for individuals to travel to your location.

Ensure every candidate you connect with will have all the information they need to decide whether they want to work for you. This could mean updating the careers section on your website to provide information about your company culture and development strategies. Most importantly, make sure you keep candidates in the loop.

Follow up with the talented HR professionals you’re interested in regularly and tell them how long they’ll need to wait for a decision. After making your choice, ask for feedback from new hires and rejected candidates to guide your future interviewing strategy.

 

A HR recruitment company can help

Remember, while there are various steps you can take internally to improve your hiring and interview process, a HR recruitment company can be one of the most valuable partners you access. These professionals can help you to standardise the interview process, improve your job descriptions, and find and filter candidates more effectively, without bias.

They’ll help you to present your company in the best possible light to potential candidates and improve your chances of connecting with the right talent for your team.

Best regards,

 

Tom Mornement
Managing Director

At Purple House Recruitment, we have been helping businesses with their talent acquisition and HR professionals find their ideal roles for over 21 years. We have placed over two thousand candidates;

If you want to find out how we can help, call us at 0117 957 4100 or email me here.