Improving The Candidate Experience-Employee Interview Checklist

In the candidate experience, the interview process ranks as one of the moat important stages.It often plays a critical role in determining whether a candidate will accept a job offer should it be given.

If you look at the statistics on how a candidate views the interview process will often shape their overall opinion of an employer. According to LinkedIn study:

• 83% of talent say a negative interview process can change their attitude about a role with a company they once viewed as favorable.  BUT –
• 87% of talent say a positive interview can change their opinion of a role with an employer that they once doubted or had concerns about.

Creating a positive interview process  does not involve a significant amount of investment in time or resources. It really just requires designing your interview process with the candidate in mind. Here are some best practices followed by leaders in the candidate experience:

1. Pre-interview information package. Provide a candidate with an information package with the following: directions, recommended attire, list of interviewers and background( LinkedIn profiles are great), interview structure(one on one, panel etc)amount of time interviews will require.
2. Interview Coordinator. It is always a good idea to greet the candidate and have an interview coordinator assigned to make sure process runs smoothly and welcome candidate at beginning and review agenda.Using your receptionist and including her as part of the interview team helps.
3. Interview Process & Training. It is always useful to coordinate with the interviewers the questions or areas that will be explored by each interviewer. Each candidate should go through the same set of structured interviews.Ensure your interviewers are properly trained  and or comfortable with interviewing.
4. Number of Interviewers. There is no ideal number of interviewers but the general rule – more is better than less.It is important for both the employer and the candidate to have the candidate interact with a cross section not just the direct supervisor and HR.
5. Peer to Peer Interactions. Wherever possible it is always useful to have a candidate interact with peers. This can be done by lunch, coffee,  tours or having peers as part of the interview process. Remember candidates today are  interested not only  in the job but also have an interest in determining  – “Could I see myself working here? Would I enjoy the culture?”
6. Plant/Facility Tour. Employers sometimes do not include this as part of the interview process. It is important and helps candidates get another perspective on the company and helps them answer the question”Could I see myself working here? There were two times for example that I declined a HR role in part because of the impressions I had on the plant floor.
7. Wrap-up. When ending the interview process , it is important to ensure that any outstanding issues or concerns are addressed before the candidate leaves.Advise the candidate of  the timing when a decision or feedback will be provided. Ask for their feedback on the interview process either then or at a later date.
8. Feedback Timing. Studies indicate that if you wait longer than a week to provide feedback,  up to 25% of candidate will drop out of the process. The ideal scenario is to provide initial feedback 2-3 days after the interviews, the longer the delay the greater the risk of interest levels being negatively affected.Even if you do not have an answer, it is still a good idea to communicate with candidates.
9. Candidate Survey. Every candidate should be surveyed about the interview and recruitment process.We gain as much useful information from the unsuccessful candidates as we do the successful ones. The survey should be short- 2 -4 questions and provided within 30 days of the interview. Remind candidates they will receive an email with a short survey and you would appreciate their feedback so as to continuously improve your interview process.
10. Feedback To Rejected Candidates About Interview. Only about 41% of candidate will receive feedback concerning their interview, yet studies show that if a candidate does receive feedback they will be 4 times more likely to consider an opportunity with this company in the future.If you do not do this as part of your process, but a rejected candidate asks for feedback, take the time to provide insights.

As you can see from this list, it does not require a significant investment to create a positive interview experience. As  an employer if you focus on providing regular ongoing communication throughout the process and ensure a structured well organized process, you will be much more likely to have a positively viewed interview process. I am always reminded that a rejected candidate today can be a potential employee tomorrow.