5 Important Steps You Should Take After Every Interview

You’ve found the best candidates, put them through your hiring process and ultimately made a hire – congratulations! Your new hire is ready to get to work. But your job isn’t over once the hire is made. Each interview presents an opportunity for your company to learn, adapt and further build its employer brand.

Follow these 5 steps after every job interview to continuously improve and attract top talent:Helpmates May 1

  1. Ask candidates for feedback. The best way to know how candidates view your company and your hiring process is the easiest – ask them! Whether anonymously via an online survey provider, or via email or phone call after the process has been completed, candidate surveys can provide excellent insight into your company, employer brand and hiring process. But be prepared – most of the candidates you survey will not have received the job, and they may be (understandably) upset. Honestly assessing critical or negative feedback, though, can help your organization tremendously.
  2. Identify delays or snags in the process. Every organization and hire is different, but it can cost you top talent when your hiring process is exceedingly long. After each interview, take an honest look at the process to see where you can trim unnecessary steps. A leaner process is better for talent, and it helps get new hires to work for you, faster! If you need help identifying some common hiring process delays, we recently profiled three of them in our blog.
  3. Examine your notes. Take a look at notes gathered during each interview. If you had multiple interviewers, be sure to gather and review their notes too. Did you get all the information you needed to make the best hiring decision? The questions you ask – or how you are asking them, could affect the information gathered that ultimately enables you to make the best hire. If there are gaps in the information you prefer to have, determine why you were unable to get that information, and take steps to ensure you’re gathering everything you need in the future.
  4. Look for what’s missing. Rather than just looking at what you gathered during the process, take a look at what you didn’t gather. Could something have made the hiring decision easier? Would including another team member in the first round of interviews made moving into the second round easier? Could a skills test or references upon application help you bring in only the most qualified candidates, saving time and resources? If you need help identifying key data or gaps in your process, call Helpmates. Our experienced team of recruiters can analyze your hiring process to determine the best, most efficient way to identify and interview only the best candidates for each position.
  5. Be honest. Honesty and candor are essential here and during every step of your interview review. Whether it’s reviewing candidate feedback or identifying holes in your process or interview questions, taking a fresh look at your job interviews every time will help you improve. But most importantly, it will help you attract and land better talent.

Attracting, screening and interviewing candidates can be a major time and resource burden for organizations. Here at Helpmates, we help some of Southern California’s top employers find the best talent to help them reach your goals. Call your local Helpmates office to learn more about how we can help your business.

Want the Best Talent? Avoid These Top Recruiter Mistakes. 

You’re an experienced, savvy recruiter. You find the best candidates and make a perfect match with your open roles. Even the best of us make mistakes from time to time, though. In fact, most recruiters will succumb to one of these mistakes eventually.shareasimage 9.44.44 AM

Avoid these mistakes to land better talent for your organization.

Here are four of the most common mistakes – read them now, and you’ll be in great shape to avoid them later!

  • Not taking time to craft excellent job descriptions. With all that’s on your plate, job descriptions can almost seem like an afterthought. But spending an extra few minutes to create a compelling job description that accurately conveys requirements and expectations for the job will save you significant time (and possibly headaches) down the road. Better job descriptions lead to more informed candidates. More informed candidates have better prepared resumes and cover letters, which make identifying top talent a bit easier. Plus, they’re more likely to come to job interviews better prepared with thoughtful questions.
  • Only searching for the “perfect” match. You may think you know exactly the perfect candidates for your job openings. The precise background, education and experience needed to thrive in your roles is perfectly laid out for you. But are these expectations really setting you up to find the best candidates for those roles? Or more importantly, for your company? Take a “big picture” look at candidates before painting a picture in your mind of how the perfect candidate should look. Speak to managers and team members to understand how employees will fit into the big picture, then be flexible while meeting with candidates. While you certainly want to adhere to requirements and expectations, taking a more open-minded approach could mean landing a future superstar within your organization.
  • Turning down overqualified candidates. We are living in an era where career transitions are more common than ever. Online education has made learning about new fields and areas of interest easier than ever, and bright professionals are taking advantage. But, eager professionals with impressive resumes can set off the “overqualified” warning to recruiters. Turn off that warning and be open to overqualified candidates – while you certainly want to conduct your due diligence to prevent being a “stepping stone” organization, you will likely gain a passionate, eager employee.
  • Not communicating. Whether it’s explaining things during a telephone screen or following up post-interview with next steps or decisions, communicating with candidates is critical to a successful recruiting career. Remember, candidates are also your customers. If you leave them hanging or fail to provide critical information to help them make decisions or continue through the hiring process, you are providing poor customer service. While you may not be interested in certain candidates, taking a few moments to communicate effectively ensures that – while they may not have gotten the job – you still value their application. Word of mouth is extremely important when it comes to considering new employers…you want to ensure word of mouth about your organization is positive! Plus, while a candidate might not be the right fit for this role, he or she may be a perfect fit for another role down the line. If you’ve failed to communicate effectively and have left a negative impression, do you think they’ll want to work for you later?

Finding great talent in today’s marketplace can be a challenge, but following these tips can help you considerably. Need more help? Helpmates has an extensive network of talented professionals across Southern California who are ready to jump in and make an immediate impact on your business. Contact us today to learn more.

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