You have what you believe to be a top-notch interview process. It’s thorough, effective, and gets the job done. But does it really?
What you see as being thorough is actually long and drawn out. What’s supposed to be an effective process results in employees who don’t stick around long enough to have any real impact on the organization.
It gets the job done in the sense that people are getting hired, but are those people the right people? Finding and hiring great talent requires having a top-of-the-line interview process. So, how can you tell if your interview process needs some TLC?
Here are 10 signs your hiring process requires attention and how to fix a broken interview process:
Table of contents
1. The resume leads the interview.
What this means:
Candidates could be chosen for the wrong reasons. While important, the resume should never lead the interview or be the deciding factor in the final hiring decision.
The resume focuses largely on the candidate’s experience, but what you really want to hire for is potential—and a resume alone won’t tell you how much leadership potential a candidate possesses. It comes down to what you ask during the interview and how the candidate responds.
How to fix it:
The resume should supplement the interview, not lead it. Use the resume to guide the interview and prompt questions. Focus primarily on who the candidate is and who they could become over what they’ve done in the past.
2. Your interviews aren’t being standardized.
What this means:
Candidates can’t be assessed or compared properly. When interviewing multiple candidates with different backgrounds, experiences, and skill sets, the conversation can easily trail off into various directions. Even so, you shouldn’t stray too far from your original interview agenda to ensure consistent evaluation.
How to fix it:
Your goal should be to find out the same basic information about each candidate. Ask candidates the same interview questions. This may mean having a written list of questions you bring to each interview or conducting one-way video interviews to standardize the process.
3. One person is making all of the hiring decisions.
What this means:
You’re not weighing all of your options. Hiring is rarely a one-person job, especially since the new hire will likely work with multiple people. Involving others in the hiring decision ensures you make the best choice for the position, department, and company.
How to fix it:
Make the interview a collaborative process involving the candidate’s potential manager, colleagues, etc. Consider using collaboration tools like video interviews, which can be recorded, shared, and rated or commented on, making collaboration easier.
4. Your interviewers often disagree on candidates.
What this means:
You’re not all looking for the same thing. Disagreements can arise when interviewers interpret job expectations differently.
How to fix it:
Set clear role expectations and candidate qualifications. Ensure everyone involved in the hiring process understands the job requirements and what you’re looking for in a candidate.
5. Candidates are losing interest (and patience).
What this means:
The interview process is too long, which can turn candidates away. A prolonged process can cause frustration and deter top talent.
How to fix it:
Keep the interview process efficient. To streamline the process and prevent unnecessary delays, consider using one-way video interviews for initial screenings.
6. You’re hiring skilled candidates, but they don’t fit your culture.
What this means:
You’re not assessing candidates for cultural fit. Even the most skilled employees may struggle if they clash with the company culture.
How to fix it:
During the interview, ask culture and personality-based questions to gauge how well candidates will fit within your company. Informal meetings, social media reviews, and reference checks can also provide insights into cultural fit.
7. Your candidates all sound the same.
What this means:
You’re asking standard interview questions that candidates have rehearsed answers to.
How to fix it:
Include unique or unexpected questions to elicit genuine responses and see how candidates think on their feet. This can help you get a better sense of their true capabilities and personality.
8. There’s a lack of post-interview communication.
What this means:
You’re contributing to a poor candidate experience. Failure to communicate with candidates after interviews can leave a negative impression.
How to fix it:
Maintain communication with candidates throughout the interview process. Provide updates and feedback, even to those who aren’t selected, to foster a positive experience.
9. Your interview process looks just as it did five years ago.
What this means:
You’re not adapting to new tools and technologies. The job interview process should evolve with technological advancements to remain efficient and effective.
How to fix it:
Stay current with interview tools and technologies, such as applicant tracking systems (ATS) and video interviewing, to streamline your process and improve the candidate experience.
10. Your talent brand has taken a hit.
What this means:
Your broken interview process is turning candidates away. A poor talent brand can deter potential applicants and harm your organization’s reputation.
How to fix it:
Remember that the interview process is a two-way street. Treat candidates respectfully and provide a positive experience to enhance your talent brand. Solicit feedback from candidates to improve the process and attract top talent continually.
