It’s common knowledge that recruitment is an expensive process. There’s the administrative time spent in getting the brief out, booking ads, checking job boards, liaising with agencies and weeding through CVs and then there’s the (usually expensive) management time invested in interviewing.
Given that there is often more than one interviewer involved – double the cost of management time – and that’s not the hourly rate, but the cost of employing that person (as a recruiter, you know all about that). So, ideally, you want to interview only a few people who are a close match to your brief. These are the 5 biggest time-wasters of that very expensive interviewing process:
1Recruiting against the same job description that the previous employee had – especially if it’s more than one year old. This can mean the candidate matching process is going to be way off – especially when it comes to technical vacancies where technology changes at the speed of light!
2Interviewing candidates without checking out they really do have the skills and technical abilities they claim on their CV. Some candidates are very optimistic about their ability to work with certain technologies – and often are nowhere near the required level.
3Failing to review the CVs (or application forms) before the actual interview to check off the essential and desired skills and characteristics.
4Not reviewing the CVs prior to interview to establish what questions each particular candidate should be asked – about things like gaps in their CV or details of specific roles they’ve held – in addition to the standard set of questions.
5Not having a structure for the interview – particularly if there is more than one interviewer so some things may be overlooked and important issues not explored fully.
Some companies interview more than a dozen people for a vacancy – and then interview some of them again to make a final decision. This shouldn’t be necessary if all these pitfalls are addressed.
Job descriptions should be reviewed annually – and again if someone is being recruited for that role. It ensures that you’re asking for the right skill set and that the chosen candidate is more likely to stay.
For technical roles it’s essential to check the level of skills before even considering an interview. Otherwise you’re just wasting everyone’s time.
Someone – ideally the line manager (who should also be part of the interview panel) checking through the essential skills and aptitudes can save a great deal of time interviewing candidates who are only partly qualified.
Interviewers must do their ‘homework’ or the interview can be full of holes and it may be that a candidate seems to be a good fit, only to discover after they’re employed that there is something in their record that should have been checked out.
A bit of collaboration beforehand between interviewers will ensure that each interview will go smoothly and that everyone will have an opportunity to ‘have their say’. It also means that you’re more likely to be comparing like with like.
If you want some of these tasks eliminated a full service agency will address items 1, 2, 3 and 4 for you. They’ll also ensure you are, effectively, only ever interviewing a short list. Call us on 020 3762 2020 for more information).