Employers vs. Candidates: Who Is Interviewing Who? (Part II)



Yesterday, we talked about why it is important for employers to not take the hiring process—and the candidates—for granted.

Despite the common belief that candidates must bend over backwards to get the job they want, they actually have more power than employers think. In reality, they also have a pretty good amount of influence over a company’s success.

In our previous post, we gave you a handful of reasons why you as an employer should feel like you are being interviewed by candidate. To round things off, we are going to give you a few tips on how to go about doing that, hopefully leading to a more fruitful and fair interviewing process. Take a look below:

  • Come prepared. When a candidate comes in for an interview, we always expect them to come fully prepared to answer or tackle whatever it is that we throw at them. The same should go for the hiring manager as well.

    Don’t go into an interview thinking you can get away without reading the resume, or worse, knowing exactly what the position entails. You are a representative of your company, and when you look unprofessional, it reflects poorly on your company, which may affect your candidate’s final decision.

  • Nail your values and goals. This one follows pretty close to our first tip but deserves a category of its own. Simply put, this means figuring out exactly what is important to your company. Candidates these days, especially Millennials, are very keen on authenticity; if the values of the company they want to work for don’t relate to what they believe in, they’re likely to either leave the job quickly or struggle to find a sense of purpose.

    Avoid this problem by being up front with them. It’s better to have things not work out in the hiring process than it is to have an employee discover your values later on and cost your company time and money.

  • Don’t waste their time. This one is a pretty common problem that most employers run into. Be quick as possible when it comes to letting them know of anything new, whether that means a brief update about when they’ll likely heat from you next, or if another candidate has already been selected for the job.

    Your candidates have lives as well, so it should go without saying that their time can be better spent elsewhere than patiently waiting by the phone for any updates on the job. Employer branding is important, and courtesy is an essential part of keeping a positive employer brand.

The hiring process is a two-way street, so don’t take your candidates for granted. By being as courteous to them as they are to you, you’ll not only make your candidates happier—you’ll also have a better chance of retaining the top talent you need to be a successful company.

photo credit: North Carolina National Guard via photopin cc