Interviews are weird. Particularly from a candidate's point of view. You're plopped down in front of someone you don't know and you're tasked with telling them how great and knowledgeable you are, all while remaining humble. Usually, all the pressure is on the candidate to perform.
Stop right there.
Interviewing is a two way street, and a good candidate will be evaluating you just as intensely as you're evaluating them. As a result, there are dozens of tiny reasons a candidate might decide the opportunity isn't right for them, far before you even get to the offer. Make sure you're not guilty of these hiring cycle mistakes that are turning people off to your organization.
On-Site Sweet Spot
When it comes to the length of the inteview process, you've got to get it just right. I'm sure you've heard horror stories of people having to head in to an office 5 or 6 times, which is just an exorbitant, unreasonable amount. People have their own current jobs to worry about, and can't keep ducking out over and over again to come in and meet different people. On the other end of that spectrum, if you've only had someone on site one time, you probably haven't learned enough about them to make an informed decision. Making an offer after one meeting suggests you're just desperately trying to fill a role, and candidates may believe you don't make a habit of thoroughly vetting new hires. This has implications in the candidate's mind about the sort of work environment they can expect were they to join up. The sweet spot here is 2-3 visits, as it's not too great an ask of people but allows you time to get your assessment ducks in a row. Between the visits, you'll have time to follow up with references and learn more about your candidate. In so doing, you'll have much harder questions with which to push them on.
Closing the Loop
Most Recruiters are guilty of this one. If you're not going to move forward with a candidate, do them the courtesy of sending them a brief email so they're not waiting on your call. Even if it's just a template, something is better than nothing. Going silent on a candidate is a great way to get flamed on Glassdoor, so just be mindful of where other people's expectations are during the hiring cycle.
Far, far worse than neglecting a candidate you're not moving forward with is neglecting a candidate who has impressed the team. The longer you wait to message the candidate and move the process to the next step, the more you instill the idea in their head that you don't really want them.
First Impressions
You might be surprised how often this scenario happens: candidate arrives on site, stands in the foyer to the office, looks around quizzically, finds themself a seat and waits. As soon as the candidate enters, they should at the very least be welcomed and offered some water or coffee. This one falls to everyone in your company. Some of your team don't know anything about Ruby, but they do know where you keep the bottled water and where the bathroom is. If the very first impression your organization gives off to talent is negligence and disinterest, you're in big trouble.
What are some other Hiring Cycle faux pas to avoid? See you in the comments!
