Great employers make the interview process a powerful and enjoyable process for all involved, no matter the outcome. Here’s what it takes. 

Why is it that some job interviews are awkward, or even confronting, while others are enjoyable and empowering? How is it that some candidates, even though they’re unsuccessful in their application, come away from the process as brand advocates?

Great employers put thought into every aspect of the interview, from the conversation itself, to what happens prior to the interview and over the following days or weeks. Here are some of their secrets.

Follow up with the people who didn’t get an interview
With any hire, there are always several good quality applicants who weren't selected for an interview. Following up with these people is great protocol, as they are all potential future hires who will continue to expand their experience and knowledge elsewhere. They might also know other candidates for future roles.

Show candidates around
An interview needn’t be conducted away from the eyes and ears of the team they could work with. Show the candidate around and introduce them to various team members. Give them a feel for the people and the space to help them imagine working in the business, as well as giving you an opportunity to observe how they interact with existing team members.

Be curious about values and long-term goals
Obviously, it’s vital to find out whether a person can do the job, but it's just as important to determine whether they'll fit in with your business. Their values and life goals are going to have a major influence on how they develop in the role and how they influence and relate to those around them, so spend some time finding out about what inspires them.

Don’t drag your feet
If your hiring process drags out for months, you're likely to lose your strongest candidates to competitors. The quicker you do your due diligence and make an offer, the higher the likelihood you’ll get your first choice candidate.

Make an informed, respectful offer
Bring the entire compensation plan into focus when finding a balance between what a candidate would like and what the organisation can afford. Begin by respecting the skills and value the candidate will bring to the role, and enhance their salary with holiday time, job title, various allowances, bonuses, memberships and other benefits in order to demonstrate your appreciation of the person’s value.

Find out more about how a Randstad recruitment consultant can streamline your hiring process, assisting you every step of the way.