The ideal interview process – speed and engagement
Titan GreenTech’s Andrew Statter has worked with over 100 clients in various industries in Japan. He’s compiled a few of the best practices he’s seen to ensure quality candidate screening, high level of engagement and maximum offer to close ratio.
Hiring manager interviews first
Who’s business is most affected by this hire? Who will be the biggest influencer in the candidate’s decision? Not HR, not the global counterpart, but the person they will see and interact with most once they join the company; the hiring manager. Putting the prospective candidate and the hiring manager together at the very first step increases engagement, and accelerates the hiring process – resulting in higher closing rates. Yes, the hiring manager’s time is valuable – this is why you should be very selective about your agency partners and work exclusively with an agent you can trust to screen and only provide high quality candidates.
Overwhelmingly, the temperature of the post interview feedback I receive when the interview was held as a two-way business discussion between professionals is positive. The question, question, question, pressure cooker interview is so old school and needs to be buried along with fax machines and hankos. A savvy interviewer will build a structured conversation, with key topics and questions built in that will answer the key points without the candidate feeling they are in an airport customs interrogation room.
First interview: Tell me about your experience at XX.Co
Second interview: Tell me about your experience at XX.Co
Third interview: Tell me about your experience at XX.Co
Candidate = bored. Your insight = limited.
Clear roles of each interviewer
DESIGN your interview process. Hiring manager takes point and goes through background in detail, HR nails down the cultural fit and growth path, VP/MD looks big picture at leadership potential, technical stakeholder comes in to dig deep on the hard skill requirements. The angle and line of questioning each time should be different. This will increase candidate engagement, but more importantly, it allows your team to have a wider, deeper view of the candidate’s potential to do the job, and to grow within the organization over a longer term.
2021 is the worst supply vs demand economics I have ever seen for hiring companies. This is very much a candidate driven market (it always is, but now more than ever). From our data, +40% of drop-outs from interview process are not due to culture mismatch, bad interviews – but simply because the process is too slow! Quick tips for speeding up the process: Hiring manager first, HR+senior interview together, pencil in interviews before prior interview feedback, address any critical admin (references, tests) early.
Show the love in the FIRST offer!
The biggest mistake I see: Lowball offers. Somebody decides that they can probably get the candidate for a little less money and thinks ‘this gives us room to negotiate later’. The truth is: the FIRST offer you give the candidate says ‘this is how much we value you’. Even if you increase later, the damage is done – and to regain the feeling of being valued from the candidate, you often have to pay well above what you SHOULD have offered first.
We train candidates to say to you ‘I’ll consider your best offer’.
You need to come to the table with your best offer – or that candidate will be at your competitor, working against you, when you could have had them working for you.
Titan’s service goes beyond simply introducing candidates. We love to partner with purpose driven companies and help them attract the best talent in the market. To do this, we help design your interview process, build your employer brand and candidate outreach strategy. For the next level in recruitment partnership, get in touch with us at Titan.