10. Print a copy of the candidates’ application/resume before the interview. Oddly enough, hiring managers that have a PRINTED copy of the application or resume, use a set of prepared questions, takes structured notes, and uses behavioral based interview questions have higher interview experience ratings than when not. Now, that combination is a rare one, BUT clearly outpaces others. In some cases improvements to candidate experience were more than 25 percent.
11. Play around with the number of interviewers per candidate. This one is complicated. If you do one on one interviews, and your ratings of feedback is weak, reduce the instances of one-to-one interviews, and increase the pairing of hiring managers (2:1) together, and have a pair interview a single candidate simultaneously. I know, weird, right? But this is NOT the same as a panel interview. We personally think its about pressure. Nobody wants to get called out by a peer after an interview with something along the lines of, “Wow – you really sucked in there…is that how you interview all of your candidates?”
12. Increase your interview to offer ratio, or the number of people you interview. Okay that just sounds weird. How would interviewing more candidates, decreasing their chances of getting the job, actually raise your candidate experience? Oddly enough, companies with higher overall candidate experience ratings tend to interview more. We have a hunch that this is simply a case of “practice makes perfect”. They interview more, are more comfortable in an interview, and that equates to a better experience and an increased competency in assessment.
These three tips are part of a 7 part posting series, with an 8th post with all 21 tips in one place.