Cyber Security Specialists

Global Search Consultancy

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How Important is Candidate Experience During Your Interview Process?

We all know this has been an incredibly challenging year for all businesses, not just the recruitment industry. A lot of people have found themselves jobless and multiple firms have had their budgets stripped away. Candidates have spent time and money up-skilling and improving their interview techniques, whilst our clients have had time to truly understand their requirements for when they do go out to market.

We thought we would write a short article highlighting some key points around what your interview process should look like in order to avoid; reputation damage, losing the perfect candidate and incurring more cost to the business by going back out to market or a lengthy recruitment process.

Reputation

A businesses reputation is absolutely vital in attracting the best talent, especially in an industry where everyone knows everyone. A good reputation will help you attract direct talent. If you ensure the points below are in play, it will save you time and money whilst protecting your reputation. Not only as a security team but also as a business. Sometimes, we speak with candidates who are perfect for a role but will not entertain working with a specific client because of either a bad experience or they know someone who has been messed around during the interview process.

How do we prevent this? I've spoken with a number of candidates and have concluded that we should follow these three points. Timing, understanding and above all, feedback.

Timing

Get rid of these 7 stage interview processes which span over month. If you can, consolidate them. Think how can you make this shorter? Trust your hiring managers will make the right choice. Try to aim for a 2 stage process, 3 at max. Why? Because we see candidates disappear off the market in a matter of weeks. Your competitors have streamlined their processes which makes it a lot more enjoyable for the candidate. Resulting in them feeling confident that you know exactly what you are doing.

Try not to be late to a scheduled interview. We know we are all busy and our days escape us, but if you are late then just let the candidate know and thank them for waiting. This could be their dream job and they are waiting in your lobby getting more and more nervous or annoyed. Value the candidates time, because they value yours.

Understanding

Do not use candidates as a fact finding/ market survey opportunity. If you are unsure of what it is you need, there are more effective ways of finding out. Work with your recruitment partners to find out what the market is saying or if what you are looking for even exists. Failing that, you could get a consultant in for an hour to discuss the role. As opposed to multiple hours out of hiring managers diaries interviewing candidates who are desperately looking for a job and ultimately find out, you hired an L1 Analyst when you advertised for a L3. Before you go out to market. Have all your ducks in a row, make sure you know where you are flexible and where you are not.

Feedback

It feels like a majority of our time as recruiters is spent chasing feedback for our candidates who have taken time out of their day to interview. Feedback is so important, it allows our candidates to understand what they need to improve on and it also helps us as recruiters narrow down our search or advise you on your expectations .

If you don't provide this then the candidate who you interviewed, who could be perfect for a future role won't entertain the idea of being put through the process again. They could also end up leaving a bad review and talking ill of their experiences to their colleagues.

This may seem pretty straight forward to some, but sometimes we just need reminding of the basics. So, we think we can all agree that your interview process needs to be nailed down prior to going out to market. Aim for 2-3 stages lasting no more than 2 weeks. Make sure all parties are sure on what your requirement is, and you are fully committed to hiring what you are advertising for. Finally, please above all else pass on constructive feedback to candidates so they can be successful elsewhere.

We hope you found this useful and we welcome your thoughts, both as candidates and hiring managers.

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