Recruitment Consultant Tips: How To Handle Your Candidates and A Long Interview Process

According to statistics, employers everywhere are using more complex convoluted processes than ever to identify the people they want to hire. I am sure as a recruitment consultant you know this anyway. As a help we have listed down a few examples of the process that many companies go through.

This is useful information for recruiters who need to manage the frustrations of the candidates they are placing who may get disheartened at the long process that can be involved in getting that new role. By having this knowledge at your fingertips it is then easier to explain to candidates the whys and wherefores of how the recruitment process works in 2013 and beyond.

In the UK, the number of interview stages a candidate has to go through has risen substantially over the past few years, with research by Ranstad showing that where a junior role would have had an average 1.6 stage interview process just five years ago, the average is now 2.4. Candidates looking for senior roles would now have to make it through 3.4 interviews, compared with 2.4 half a decade ago.

Across the Atlantic, stories of US companies routinely putting candidates through eight or nine interviews is becoming the norm. As a result the average time it takes to complete the interview process in America stands at 23 days; often longer.

For the candidate, it can be a frustrating to have to attend several interviews, and can be hard to organize for them especially if they are still working at their current job while trying to get a new one. If they don’t get the job, it can feel like a lot of wasted hours and travel. As a recruiter you need to be aware how the candidate perceives this process.

Generally as recruitment consultants we might not have totally thick skin! And yet we understand the ups and downs and importantly know how to handle it. Often the candidates we work with don’t.

As far as everybody involved is concerned, these long interview processes are not ideal. They take up a huge amount of the hiring company’s time and financial and man power resources.

Of course, the reasons why they exist are because companies care about getting the best and most well matched people on board. The process often becomes long when the hiring company researches and assesses individual candidates at various stages along the interview process.

The challenge for many companies is finding a balance between making well informed hiring decisions all stakeholders are comfortable with, and avoiding expensive and frustrating processes.

There is no ideal “one size fits all” interview process, because different roles and different company cultures all demand different things. Some roles can be hired effectively with interviews only being carried out by senior management, whereas more technical roles can often require a peer interview and/or test to ensure that the sector  technical skills required are at the right standard to plug into the team.

Some companies like all hires above a certain level to be approved following an interview with each of the directors, whereas others don’t find this necessary or appropriate.

As a professional recruitment consultant how you help your candidates through this process in important for your credibility. The first step is to find out the exact process your clients use within their organisation.

I know that can change and yet make sure you have it to hand, especially if you are a new recruiter in your current company and have never worked with this client at all.

Of course ask the other consultants on your team, though don’t rely on this. As a tip contact the client and get the full brief and process. This puts you in a strong position with them and also helps you prepare the candidate for what is coming. Do this on a consistent basis and you will soon stand out to both candidates and clients.

Till next time,

Cheryl