Sally applied for a customer service position with CEN company and went for her interview with the hiring manager. During the interview, the manager started the conversation by discussing a recent trip he took. They had a great conversation about various places they had traveled, but 30 minutes into the interview they had not discussed Sally’s experience for the role. The manager had another meeting, so stopped the interview at exactly one hour – leaving them with very little time to get to any relevant questions.
What could CEN have done to avoid this outcome?
- Train hiring managers on interview skills, including the key components of a positive candidate experience.
- Leverage experienced and well-trained interviewers on a consistent basis. Creating a positive candidate experience is a skill and a passion. If an interviewer is lacking in either area, you should consider removing them from the interview process.
- Provide interviewers with a clear outline of the skills and competencies they are looking for in the interview. If a manager knows they need to report out on 4-5 key areas, they are more likely to keep the interview on track.
Share your companies best practice for avoiding this outcome.
Share your candidate experience story for use in a future edition of Chronicles of a Candidate.