Interview Formats & Processes – Are You Agile In Your Approach?

Interview Formats and Processes.

In my opinion the best Interview format / process consist of 2 stages. Ideally with the final being a face to face, however in the current climate and the influx of relocating candidates, how viable is the latter considering the cost, time and effort?? Our advice… be flexible.

As an employer you are probably thinking if this person is joining my team, I need to be 100%, thats understandable, but at what cost? You have spoken with them on the phone, they have passed the tech assessment with flying colors and even progressed to a video call so really what more is needed?

For some companies it is a necessity to have a face to face others more of a nice to have. If you make a candidate fly over for an Interview whether or not you cover the cost rest assure, they will be making the most of that journey and meeting as many potential employers as possible.

Ask yourself is it worth the risk potentially increasing your competition to secure this candidate?

Throughout my career I have worked with both types of clients, one of them was even happy to go to offer following a codeility test. (I highly advised a screening call at least with the candidate just to be on the safe side) however my recommendation depends upon the market climate and that candidates particular situation.

The majority of companies have a fixed process and stick to it. In my experience the majority of companies I have worked with that are inflexible with their process, have missed out on their preferred candidate.

Todays market is candidate driven, with most candidates having at least 2 – 3 opportunities available to them. So why would they work through a drawn out process if similar opportunities present themselves with less hurdles to jump?

What would you do if you were in their shoes, same salary/day rate, same tech?

Unless you are Facebook or Google, on the hunt to secure the best talent in the market you need to be on the ball. Quick turnaround with feedback, for both CV’s and Interviews. Ideally have all key decisions makers on at least one call with the candidate (I appreciate you have more chance of Ned Stark returning from the dead) but it saves times.

• Be Flexible – Accommodate within reason.
• Use available resources to speed up processes (skype/online code tests etc.)
• Quick turnaround (your agencies will work a lot harder for you if you are able to provide   quick feedback.)