The interview process at most organizations is inconsistent, error prone and riddled with hidden costs. Rarely do companies have a documented plan of how to manage all of the complexities involved with delivering a consistent experience. And with so many stakeholders involved — Recruiters, Coordinators, Candidates, Executive Assistants, multiple Interviewers, etc. — the likelihood that something will eventually go wrong is high.
In the absence of a detailed strategy, the onus usually lands on the shoulders of Recruiters and Coordinators to pull off administrative miracles on a regular basis in order to deliver a seamless and error-free experience for everyone involved.
But they can’t be miracle workers every day! Eventually something breaks down. In the end, the employment brand suffers and the internal brand of the recruiting team is damaged.
Don’t believe me? Just read some recent reviews on Glassdoor.com to see how candidates perceive the interview process. Pick any company, including yours, and read some of the horror stories that result when the interview process isn’t properly managed.
Now, in many cases, these are great companies who have a real desire to deliver a buttoned-up interview process. The problem is, most of these organizations don’t have a system in place to manage the complex tasks that occur over the course of a multi-stage hiring process. Even if they do have a system in place, often times, it’s not monitored or measured to ensure excellence.
So, if this is such a problem, why don’t more companies deploy initiatives to optimize their interview process?
Well, we had this same question, so we decided to ask some of our clients!
What we found was that recruiting leaders knew that their interview process wasn’t running as effectively as it could, but they didn’t have a “framework” for how to study their process, document the gaps and tackle the shortcomings.
In the absence of a framework (and the time to take on another project) they felt overwhelmed and just became accustomed to playing the role of “firefighter” at work — putting out the fires associated with all of the fail-points of their interview process.
The companies we surveyed had no idea what the average cost of an on-site interview was, how many labor hours it took to interview one candidate or what other metrics they could be tracking to improve the efficiency and effectiveness of their process.
In short, most of the leaders we talked to had never really given “interview process optimization” much thought!
Well, at HireBar, we have. In fact, that’s all we do. We specialize in helping companies deliver an amazing interview experience for everyone involved.
We believe that the interview process can be a well-run and measurable event but companies must have the tools to study it and a way to document the weak points that require optimization.
In response to the apparent lack of an interview process framework, we decided to build an interview process audit based on some best practices that we discovered at companies who do interviewing well.
This audit is a series of 50+ questions that HR Leaders can ask themselves about how they handle each step of their interview process. In doing so, companies can learn about the experience they’re delivering and uncover some ways that they can enhance their services, button up compliance or save costs.
While we offer software and consulting to help with this process, we will be making our audit available to download for free for companies who are just curious about where they stand and how they can make some simple adjustments to improve the experience.
By going through the questions, you will be able to…
1. Identify a way to calculate the costs associated with delivering an interview.
2. Identify some common metrics that you can use to monitor the success of your process.
3. Learn some ways to automate repetitive tasks that overburden your recruiting staff.
4. Identify any compliance issues that might put your company at risk.
5. Learn some ways to provide more interview thought leadership to your hiring teams.
6. Learn how to deliver a “wow” factor to your candidates.
7. Identify and document key areas of your interview process to optimize.