Once a shortlist is selected, typically for our clients, the focus turns immediately to candidate interviews.  While a lot rides on candidates demonstrating their suitability for the role, candidates also have expectations from the interview.   

At Farrow Jamieson, we have noticed candidates being won or lost at this stage of the process. Essentially, if there is clarity, and candidates feel genuinely heard, they can become a true advocate of your brand even before they have joined the organisation. However conversely, if a candidate comes away from an interview without an understanding of the potential for themselves in an organisation or the role, they can decline the opportunity and unfortunately pull out of the process.  So, what is important to include in an interview, and why?   

Thanks to Recruiter Insider our candidate feedback programme, we have gained insights into what candidates really want from our clients in the hiring process. 

Of course, it helps to remember that a candidate’s meeting with you will not be their first interview for the job. By the time they are in front of you, they will have had some lengthy discussions; met with a Farrow Jamieson consultant; presented their skills and experience; and explored how they might be a fit the job and your organisation.  When a candidate meets you, most often they are already invested in the opportunity, and actively considering what it means both personally and professionally to commit the next stage of their work life to your business.  At this point however, candidates can be either won over or become disengaged.   

Here is what they tell us is important: 

1. A hiring manager being well prepared for the interview 
   
2. The role, duties and responsibilities clearly articulated 
   
3. The benefits of working for the organisation described in detail 
4. The company and team culture explained and how they would fit in 
5. A genuine interest in their answers and experience. 

So, just how are candidates rating their interviews with our clients?  Thankfully, Recruiter Insider is providing us with actual data here. What the data shows, is typically lower scores for Q3 and Q4, suggesting a greater risk of losing good candidates at this point. 

What candidates are indicating, is that understanding specifically the benefits of working with a given company is vitally important to them. Similarly, how the culture is described, and insights into the team they will be working in is not to be underestimated. We recommend to our clients that any amount of preparation for these topics will be well worthwhile.   

What we understand the data to be indicating is the high importance that candidates are placing on these two factors.  Beyond the interview questions, candidates expect the interview to also inform them about the company so they can decide if they want to proceed. It is unfortunate for us to observe a highly suitable candidate pull themselves out of the running because they did not know enough about the opportunity and the culture. 

There will always be a better chance of choosing between great candidates if those candidates are highly engaged and feel they utterly understand the company and the opportunity. The interview process is a vital component to building an organisation’s reputation of one that high calibre candidates strongly desire to work with.  

While it is unlikely you will hire everyone you interview, the recruitment process remains an essential tool with which to promote your organisation and brand. A good interview experience leaves a lasting impression for candidates, whether or not you offer them a position.