Job interviews are an important step for employers, not only in hiring, but also in retention. There are several types of interviews, and they all help to create a pipeline of talent for employers.  Where it is an unstructured interview to help you better understand passive candidates’ interest in your organization or role, or a structured behavioral interview to help you determine which candidate is the best fit for your organization or role, or an exit interview to help you understand an employee’s interest in leaving and to better understand how your organization is perceived by employees, interviews are important to the hiring process.

A study by Leadership IQ found that failures exhibited by new employees may result from flawed interview processes. In the study, 82% of the 5,000 managers surveyed reported that the interviewers were too focused on other issues, too pressed for time, or lacked the confidence in their interviewing abilities to pay attention to red flags.

According to Leadership IQ CEO Mark Murphy, this is because the job interview process focuses on making sure new hires are technically competent, whereas other factors that are just as important to employee success – like coachability, emotional intelligence, temperament, and motivation – are often overlooked.

Interviewing the candidate

One way to improve the interview process is to double up on interviewers. Multiple interviewers in the room at once can have several benefits:

• It shortens the interview process.
• It lightens the load of hiring managers.
• It hands employers a better opportunity to give candidates honest feedback.

Doug Camplejohn, CEO and founder of Airspeed, previously advised hiring managers to have an open discussion about the interview in front of the candidate as if they weren’t in the room. It may seem strange, but he said candidates appreciated the candor.

“It’s a much more honest process than saying your thank-yous and then rejecting someone over email or through a recruiter,” Camplejohn said. “Even candidates who we’ve passed on have commented on how refreshing the process is and asked to stay in touch.”

Letting the candidate interview you.

Allow prospective employees to interview you as well. Letting candidates ask questions gives you a chance to see what’s important to them, Brusman said. It also lets them determine whether they want to keep pursuing a job at your company, or to decide that it’s not the right fit for them.

“Be open and honest about what it’s going to be like to work for your company,” Brusman said. “You want to give a realistic preview of the work environment.”

Hire Outcomes HR works to assisting health care organizations with hiring process improvement. To learn more about ways we can be of assistance, go to Hire Outcomes HR – Hiring Solutions for Success

Source: Best Practices to Improve Your Hiring and Recruitment Process (businessnewsdaily.com)