Changing the interview process could help you recruit and retain employees

Interviews are an integral part of the recruitment process.However, if the hiring manager approach them the wrong way Will it stay like this forever?

According to recruitment firm MRINetwork, 63% of recruiters say their biggest problem is not being able to find enough suitable candidates to fill open positions. But according to Shannon Gabriel, vice president of leadership solutions at TBM Consulting, much of that is due to flaws in the current interview process, which she believes can be fixed by: To “mob” candidates.

“The current interview process is a model built on and steeped in tradition that rarely changes,” Gabriel says. “Often you get short, one-sided answers that are already set up based on what candidates have been trained to do. By getting them to ‘cheat’, they can break down barriers and apply. giving the interviewer an opportunity to mishandle the interview. Not just as a process, but as a conversation that recruiters want to get to know about them. ”

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Traditionally, recruiters have relied on standard “yes” or “no” questions, or questions asking for specific examples. Candidate’s past work historye, according to Gabriel. This process makes it easier for organizations to determine whether a candidate has the technical skills to handle the job, but it also makes it easier for the organization to determine if the candidate has the technical skills to handle the job, but whether the recruiter and applicant alike have the technical skills It is of little use in determining whether Their personalities fit perfectly.

But what does it mean to let a candidate “cheat”? This strategy simply means replacing the old structure with one consisting of more conversational, open-ended questions. This focuses on soft skills; Equal participation of both applicants and recruiters.

“Recruiters don’t want applicants to feel like it’s a formal interview; they also want applicants to be able to ask questions and leave the interaction more knowledgeable. There should be,” Gabriel says. “In conversational formats, we learn about the candidates’ idiosyncrasies and what is important to them through the stories they tell and choose.”

a more open interview style This is just the latest addition to the ongoing trend of making recruitment and, as a result, retention as successful as possible. Over the past few months, organizations have made other hiring changes, including lowering degree requirements and rethinking drug testing policies. The position will give you easier access to a larger candidate pool.

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“We’ve reached a desperate situation,” Gabriel says. “By doing these things, we are removing barriers in hopes of reducing turnover and starting to build some retention by ensuring that the company’s personality profile is a good fit for the individual. ”

According to Gabriel, changing the interview structure to focus on soft skills doesn’t mean forgetting the importance of hard skills. On the contrary, we suggest that organizations have a second person present during the interview, whose role is to check the candidate’s competency for the role while the primary interviewer conducts the conversation. The goal, A more personal process with long-term improvement.

“Right now we’re looking at candidates and thinking about how much they can accomplish in the first three to 12 months, because we’re assuming they’re not going to stay,” she said. says. “But if you actually start interviewing them from a different perspective, you’re going to see them stay longer than previous generations and you can start to build long-term strategies.”