Who Must Really Be Involved In The Recruitment Process?

A few weeks ago, we had a long discussion with our tier 1 company client on their current recruitment process. During the discussion, we found that their company had received negative markings on Google Reviews due to which it was difficult for them to source and attract potential applicants.  

As talent experts, we decided to analyse their problem and offer them a helping hand. Before suggesting, we wanted to know more on their current recruitment process and where they might have gone wrong.  

They offered us a list of problems and we went through it one at a time.  

And then after reviewing their problems, we realised why their company had received negative ratings on social media websites. 

In order to prevent companies from repeating similar mistakes in the future, I have listed some of the reasons below: 

Longer Interviews

This is one of the major drawbacks of most recruitment processes. Longer interviews are considered stressful for both the candidate and the interviewer. The longer the interview, the more time is wasted. Most recruiters might disagree with longer interviews being a drawback, but take some time off and read candidate complaints on web discussion forums such as Glassdoor and Mouth Shut. It might come as a surprise to you that candidates (entry level and experienced) discuss more on problems related to the duration of such laborious interviews.  

Too many People Involved

Often an applicant, during the recruitment process, would be expected to meet at least 4 – 5 key ‘decision makers’ of an organisation. Some candidates spend over an hour meeting different people in 5 separate interviews. It can drive away talent from your firm. No applicant would like to get interrogated over and over again. At one point, it becomes tiring. Candidates might later narrate the situation to their peers and colleagues, thus preventing them from applying to your firm. 

Who should then be a part of the Interview Process? 

Before you start hiring, you need to determine the number of people and who from the business will be a part of the recruitment process. You must always involve the team leader, whom the applicant will be working for.  Avoid group interviews, you can introduce them in the later stages of the selection process.  

Panel Interview

If a new recruit has to work across different business units, then a panel interview is recommended. However, bear in mind to have not more than 4 persons interviewing the applicant. You do not want the new recruit to be nervous and unable to make eye contact with each person sitting across from them. Also, instruct panellists to avoid asking repetitive questions. 

Finally, if the CEO or the Chairman would personally like to interact with the new recruit — companies that especially follow a decentralised organisational structure — you could include such a meeting in the selection process. 

Once you have completed the formalities and are looking forward to make the offer, then meeting with the CEO is just a requisite or protocol followed by the organisation. Finally, end the hiring process on a positive note. 

Are you unsure of your current recruitment practices? We can help you enhance your hiring standards through our services. Our talent consultants are also experts in market research and can help your organisation tap the best talent. To know more about our trendy recruitment services, please feel free to contact us on info@handigital.com