For candidates, the interview process is often accompanied by meticulous preparation, nervousness, and self-doubt, even. It’s vital to know that the person on the other side of the table (or screen) is just as prepared. As a hiring authority, your responsibility is to make as good an impression as possible on the candidate.
Here in Tokyo, I actually lost a candidate who was interviewing at a renowned FMCG company. There was a lack of clarity in their process and the interviewer thought my candidate had applied for a completely different job. This is exactly why I felt motivated to share my thoughts on how to avoid this kind of miscommunication in interview processes.
From the first meeting, through conversations with hiring managers, HR, regional leadership, and the CEO, the candidate wants as full a picture as possible. She wants to deepen her knowledge of the opportunity, and the business. She is not expecting to have to repeat basic details about her career, why she’s looking for a new position, or other aspects of her background.
So, what can you do to ensure the key information makes its way from interviewer to interviewer? How can you avoid the embarrassing situation of the same questions being asked multiple times?
Make your process clear
Whoever is managing the interview process internally should make sure that all interviewers know what to share and to whom.. This should enable notes to be passed through from first to second to third interviewer and so on. How can you make the process clear though?
Have a meeting
If you have the time and availability, catchup meetings about the hiring process could be vital. Getting all of the interviewers in a room (realorvirtual) is a simple and direct way to enable them to talk about what each interviewer discussed with each candidate.
Leverage Tech Resources
It might be a good idea to set up a group or channel in something like Slack or Google Chat. This gives everyone a centralized space for this key information to be shared. If you have a system like a CRM, to share notes on, then make sure everyone knows how to use it. Once they know how to use it, then make sure everyone actually remembers to use it.
Whatever you do though, make sure everyone is clear on what the process is, and stick to it.
The last thing you want is for your favourite candidate for your Finance Director position to get a bad impression of your company because three interviewers all asked what she wants to accomplish in her first three months in the job, why she's leaving her current position, or where she sees herself in 5 years' time.
In this market, it’s important, increasingly so, to remember that as a hiring authority, you are responsible for selling your company to the candidate.
So, make a good impression! Make them want to join you!