Finding the right talent to meet your growth objectives has never been easy, but it became even more difficult during the Great Recession. As a result, candidates had more options to choose from, giving them more power. So, how do we make sure we meet our hiring targets? This post was written as a guide for you to follow.
There is little room for error when it comes to developing candidate relationships during remote interviews. For the foreseeable future, the days of stylishly decorated offices brimming with perks are over, so preparation and proper training are essential. In most cases, candidates expect a smooth interview process with few hiccups. It is critical to have specialized training paths in place to ensure that you have the right people asking the right questions of the best candidates. More than just selecting a panel of interviewers is involved in the interview preparation phase.
Preparation entails optimizing your tech stack, the questions asked, the interview sequence (who asks what and at what stage), and the interview times. Remote interviews have very little wiggle room, especially if they span multiple time zones, unlike face-to-face interviews, which allow for more adjustments. Create training paths and interview templates to scale your process efficiently while keeping it bespoke to each candidate and role if you want to run a high-quality interview in the distance economy.
"What we're seeing in our community is that about 30% of interviewers are running 70% of the interviews... with small interviewer pools, there can't be real diversity."
Because of the new distance economy, the candidate pool is much larger, which could easily overwhelm your team. Some hiring managers make the mistake of settling for a smaller pool of interviewers, which exposes the team to two negative outcomes: burnout and a long time to hire. It is critical to empower your interviewers in terms of both skill set and load balancing. If you plan to interview 70% of the shortlisted candidates, you'll need at least 30% of an equivalent number of interviewers to supervise the interviews.
When conducting remote interviews, it is critical to broaden the pool of interviewers. This allows for greater diversity, increased productivity, and better succession planning. Before beginning the interview process, empower the interview team so that they can manage it smoothly. It's also worth noting that your interviewers are the public face of your company. What they portray during the interview is what the interviewees will interpret as your brand's actual representation.
Simply put, an exhausted and dismissive interview panel will send the wrong message. Don't allow it to happen.
It's surprising how hiring managers can set such high expectations for candidates while rarely investing as much in the interviewing team. The interviewer training process is beneficial because it establishes the standards for dealing with interviewers. Interviewers who have been properly trained can reduce recruitment time by up to 50%. The actual interview process's quality is determined more by the interviewers' skill level than by the number of panelists.
When managing the recruitment process, an interviewer should be able to converse and analyze. Other factors, such as prior experience managing people, are also beneficial. It is critical for your organization to invest time in training your interviewers. Specific skills are required when dealing with remote candidates. Unfortunately, without formal, standardized training, most of these necessary skills cannot be obtained.
The interviewing process includes both open-ended and closed-ended questions. Direct, closed questions during an interview can sometimes save time. However, in some cases, you must also listen carefully to what the interviewer has to say about specific topics. This is especially true when dealing with remote interviews.
In most cases, open-ended questions are useful in the context of the modern distance economy. Open-ended questions allow you to elicit more information from the candidates and engage them in a conversation. This is important because it allows the candidate to feel at ease and blend into the conversation. It is critical to frame questions in such a way that they elicit a wide range of responses. Hiring in the future will be a mix of remote, in-person, and hybrid work settings. Open-ended interviews allow interviewees to explain how they intend to maintain flexibility in the face of an uncertain future.
It will also assist the interviewee in focusing on the various pertinent issues. Closed-ended questions, on the other hand, allow the interviewee to provide brief responses on specific topics.
The distance economy is continuing to change the way businesses run and operate. Talent acquisition teams must adjust and adapt to the changing landscape of remote hiring. Optimizing remote interviews is one of the new norms that every TA leader must adopt in order to build the best candidate relationship possible.