Q3 is traditionally the busiest period of the year in graduate recruitment - and this time around was no different. In t
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In today’s candidate driven market, a great interview experience is essential throughout your hiring process. Our six-step process will ensure that your candidate has the best experience whilst interviewing with you.
A great candidate experience is important regardless of whether the candidate is the right fit for the job or not. You want your successful candidate to be engaged in your organisation from the word ‘go’, with a positive image of how your organisation works and how it values its employees. And for candidates that are not successful at this stage, you never know, they could be great for another position at a later date.
Whilst you’ll be forming your opinion of the graduate, they will likely also be learning about you, your organisation and how, if at all, they will fit in. With this in mind, we’ve put together six steps to consider when looking to improve your candidate’s interview experience.
Before you begin your recruitment process, it is important to fully understand your objectives. Before you begin interviews, revisit this and ensure that you’re clear on the business needs behind why you’re hiring, the responsibilities involved in the role that you’re hiring for, and why you’ve requested specific skills and experience.
As a result, the interview will have direction, and as you present yourself as well prepared, your candidate will feel confident in your recruitment process. This can only reflect positively on you and your organisation.
By being clear and honest about what you’re looking for, and by ensuring the graduate has all the necessary information prior to interview, you’ll see a huge difference in how comfortable the interview process will be for both you and your interviewee.
Provide your candidate with directions to where the interview will be held, and contact details to reach you. Be open about the format of the interview and who will be present. This will allow candidates to conduct effective research, whilst calming their nerves.
To effectively convey your brand to the graduate, it is first important that you understand it yourself. Think about the core elements of your brand that could impact on your new hire and present this clearly and confidently.
Consider how your brand values its employees, your organisation’s approach to personal development, and allow your candidate to understand your organisation a little more by ensuring the interview is as insightful and engaging as possible.
Step away from your regimented interview plan and instead, have a two-way conversation with your candidate. This flexible approach to the interview will allow your candidate to talk about their career and what matters to them, whilst bringing shy candidates out of their shell.
By tailoring each interview to the candidate, you will be able to pick up on elements of your organisation that fit well with them, whilst helping them to feel valued.
While it is important to allow your candidate time to effectively research you and your organisation, it is also crucial to do your own research on each of your candidates. By showing your interviewee that you’ve taken the time to read their CV and understand their previous roles and skillset, they will feel instantly valued.
Checking their LinkedIn profile is a great place to start. Here you will find endorsements, skills and details of any further training or volunteer work that may not be included in their CV.
The recruitment agency that you work with during your hiring process will also be able to help you here. They will have already met the graduate and will therefore be able to feed you some further information about their experience and suitability for the role.
Be sure to follow up on the interview, either with your recruitment agency or the candidate themselves. Always contact unsuccessful candidates and provide feedback on why they didn’t get the job. Be constructive and helpful and thank them for their time and effort. This will mean a lot to the candidate as they embark on future interviews.
Provide your successful candidate with as much information as possible so that they understand what their first few days will entail and how the process will work. Be clear about any probation period and what the induction will involve. Your new hire will feel confident on their first day, with a great impression of how your organisation works.
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