We’re all moving fast – especially when we’re gearing up for interviews. When we’re looking to hire, we’re executing on our usual high volume of work – and we’re doing it without much-needed help. Thus the interviewing.
Our very own CHRO, Carmel Galvin has 5 pro tips for employers, hiring managers and HR professionals around what they can do to make sure their interview processes are quick, seamless and effective.
1. Look for informed candidates.
Spend your time on the job seekers who demonstrate
they’ve come prepared. Prioritize candidates who have done their research and have a list of informed questions to prove it. In fact, candidates who use Glassdoor are 2X more likely to be hired because they’ve done the work to determine if they’re a fit for
your organization, saving you time and resources.(1)
2. Be intentional rather than difficult.
Research suggests difficult interviews can lead to more satisfied workers, but that doesn’t mean using the interview for “gotcha” moments with candidates. Be specific and intentional about the information you’re trying to glean from your interviewee, and do what you can to set them up for success. Create conditions for candidates to show their best selves, not by making it easy, but by being strategic about the opportunities you’re giving your candidates to showcase their unique talents and skill sets.
3. Time is of the essence.
Industries like Government have particularly long interview durations due to robust background checks and necessary security clearances-- but that doesn’t mean every industry has to operate this way. Examine your interview procedures and identify the 1–2 steps that work best, and ditch the rest. This will help you manage your candidates and hiring manager’s time more effectively and avoid interview fatigue, which can lead to a sloppy candidate experience.
4. Consider your talent ecosystem.
Everyone who walks through your company’s doors is a stakeholder in some capacity. Leave every single candidate with a positive experience so that you can consider all of your candidates brand ambassadors. Whether they became employees or not, you never know who is in their networks.
5. Think local when you hire global.
When you’re hiring in local markets, know the typical hiring cycle for the location, whether in the U.S. or abroad, and make sure you’re matching or beating the local labor market standard.
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(1) A leading third-party recruitment agency. As measured by application-to-hire ratio compared to other job sites based on a study of 2015 hiring data for 30 million applications
About the Author: Carmel Galvin is chief human resources officer of Glassdoor, responsible for directing all the people functions of the company, including strategic human resources planning, learning & development, talent acquisition, total rewards, employee relations, employee engagement and culture management, compliance issues, and more. She brings nearly 25 years of extensive international experience in HR from information services, tech and finance industries. Her background includes a particular focus on executive/leadership coaching and developing organizational culture and employee engagement programs. Most recently, Carmel served as senior vice president and CHRO at Advent Software, where she oversaw the company’s global people strategies and programs. Prior to Advent, she served as vice president of talent & culture development for Deloitte’s new-venture accelerator, advising a growing portfolio of innovative companies on how to scale and adjust their culture and talent programs. Carmel holds a bachelor’s degree in political science and business from Trinity College Dublin, and completed a Master’s Degree in Business Studies at the University College Dublin’s Smurfit School of Business. Follow Carmel on Twitter and LinkedIn.
