From the interview process to the offer letter, focus on landing that perfect career opportunity is often placed on the job seeker side. In today’s employee market, with news everywhere about the complexities of finding and retaining top talent, it is easy to focus on the candidate responsibilities in the process. While this is important, the roles that hiring managers and recruiters play in the hiring process are just as crucial and should be taken with care. The delicacy that comes with making a placement can often be overlooked with everything that goes into it. Peoplezest has compiled a few best practice pointers for hiring managers and recruiters to make sure the process is the best it can be for everyone involved. 

While the resume is the first glimpse of the hireable candidate, it is not the whole picture. Treat a resume as a gateway into what you want to find about the person you are going to interview, not as a gatekeeping tool meant to pick apart the items you don’t see. Use the resume as a jumping off point to get to know your candidate and their experience. You can always offer feedback on how to improve their resume to let their attributes shine. 

Have flexibility with the interview process. Be willing to work with the candidate's needs, it can be hard to juggle current commitments to set up an interview time. Giving the candidate some control of the process will help them be more at ease during the actual interview. Consider conducting the first interview over the phone, this is a much more productive use of time for both sides. As virtual interviews become more commonplace, be clear of expectations and the type of interview it will be with camera on or off. Deliver a feeling to the candidate that their time is valuable and you appreciate the sacrifice they are making to consider your position. The hiring process is a relationship, and the more it is fostered the better the outcome. 

Candidates are expected to be prepared for interviews. The same expectations should be met by the hiring team. Review the resume prior to your meeting and make notes on the individual. Have personalized questions outlined that you want to be sure and ask. Leave time available to tell the candidate a little about the company, the role and the expectations. The interview should be a two way conversation. Remember the person is interviewing the company also to decide if they want to take the role. 

Give only realistic expectations at the close of the interview. If you have no intention of the candidate moving on in the process, let them know, along with a short reason with constructive feedback as to why they were not the right fit. If you do intend to continue through the process let them know and give an outline of what the next steps are, what the timeline looks like, and stick with it. Quick followup emails at each stage make all the difference. 

Feedback is crucial! Whether you are working with your internal HR department or an external recruiter, get feedback to the person as quickly as you can. If you are interested or even potentially interested in the candidate, you need to provide timely feedback. Waiting too long can result in the candidate no longer being interested or taking another position. If you get a thank you email, respond. Whether the person won't or will be moving on, you are the face of the position and company, ghosting a candidate or dragging out the process does not reflect well on you and sets a bad precedent.

Our team has seen a de-emphasis on interview etiquette from the hiring side. It is up to us to step up and keep showing up. That passion and professional accountability shines through in  how we treat our candidates, residents, vendors, and peers. Always remember, the candidate on the other end of the hiring process is a person who has invested their time and energy into showing up and it is our responsibility to do the same. The interview timeline can be a lengthy and exhausting one at times, with a simple communication cadence your presence throughout can be a refreshing part of the experience. 

What are some interview best practices you have implemented or seen? Let us know in the comments!