Interviewing for Successful Outcomes – Copeland Coaching

With unemployment still relatively low, employers continue to struggle to find and retain great talent. The huge jumps in inflation, and the changing landscape of work, are encouraging workers to consider switching jobs. Employees prioritize themselves and their quality of life more than ever before. Against this background, it continues to be surprising that many employers have not updated their recruitment practices.

Did you know that in some jobs, employers expect candidates to go through up to ten rounds of interviews? Many companies use testing as part of their interview process. Some ask candidates to perform unpaid work as part of the interview process. And yes, many employers take months to make a hiring decision.

The same employers are amazed when a candidate rejects his job offer, or walks away in the middle of the process. But, what do they expect? Job seekers are discerning, and they expect to receive the same level of respect they give.

For example, it is not uncommon for an employer to ask a candidate to set a different date for a last-minute interview due to a dispute. But, if the candidate asks to change the date of the interview, he will most likely never hear again. This is unfortunate, given that the candidate is secretly interviewed while working in his current job.

Many interviewers will rescue candidates to try to blackmail them during the interview. In many cases, this is to see how the candidate responds under pressure. But, instead of just reading about the candidate, the candidate also gets a call about the company. They will walk away when they remember what a negative experience it was to be interviewed in society.

Employers also continue to leave candidates in the dark for weeks or months during the recruitment process. The candidate is expected to wait patiently until the company is ready. In reality, the candidate moves on. They will continue to be interviewed by other companies until they find one that really values ​​their time.

When you are a recruitment manager, you want to have the control to choose the best candidate you can find. But, when you treat a candidate in a less desirable way, you give up that control. The only candidate who will be interested in your job is the desperate one.

So what should a recruiting manager do if he wants to choose? Be quick. Take weeks to make a recruitment decision, not months. Be clear with your communication. Meet when you commit to meet. Do not move the candidate to endless rounds of interviews. And also, do not grill candidates as if they are lucky they are talking to you.

Interviews have become a two-way street. If you want to recruit the best candidates, you must give them the best recruitment experience. Otherwise, they will find someone to find. Candidates have choices, and they do not make decisions solely on the basis of factors like money.

I hope these tips helped you. visit CopelandCoaching.com To find more tips for improving your job search. If I can help you, feel free Contact me here.

Also, be sure to subscribe to my Copeland Coaching podcast Apple podcasts or Stitch Where I talk about career advice every Tuesday! If you have already heard and enjoyed the podcast, please consider leaving a review iTunes or Stitch.

Happy hunting!

Angela Copeland
@CopelandCoach

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