During every technical interview, two things happen simultaneously: The candidate renders a more complete picture of the organization they’re applying to, and the employer adds another dimension to the eligibility of that candidate for the job. For both parties, the experience is a meaningful step toward determining if the professional relationship is one worth having. Or at least that’s how it’s supposed to work.
Too often, businesses, and even some recruiters, get bogged down by the sheer volume of interviews they need to conduct. They may fail to ask all the right questions, to vet the applicant for culture fitness or even worse, to catch a fraudster participating in a hiring scheme – which we discussed in part one of this post.
Scammers aside, in part two of “The new interview,” we look at how better technical screening processes can improve the interview experience on both sides of the table.
Turnover: The scourge of the hiring manager
The hard part isn’t filling chairs in the office – it’s keeping them that way.The hard part isn’t filling chairs in the office – it’s keeping them that way.
On average, businesses will spend 150 percent of a mid-level employee’s salary to place him or her. With so much money at stake, there’s very little room for error. Fail the first time, and lose thousands of additional dollars in round two.
This has put significant pressure on hiring managers to be quick when seeking the right candidate. And yet, this isn’t a process that can be rushed: You’re not trying to fill a vacancy in a hotel room, you’re looking for a qualified professional who can be trusted to influence the operations of your business, day-to-day or otherwise. And so we arrive at what is perhaps the single-most important word in talent prospecting (and so many other areas of modern business): efficiency.
Sure, an applicant tracking system and other enterprise solutions might be the most efficient way to weed out the weakest links from the get-go based on years of experience, basic certifications, programming language knowledge, etc. But when the time comes for the interview process, you’re no longer just figuring out who’s qualified. You’re putting those qualifications to the test, and figuring out who’s the best. No ATS system can do that for you – but a smart recruiter can.
The prosourceIT approach to screening
“Our new interview techniques significantly increase candidate-to-employee conversion.”
Even recruiters that do a good job of spotting proxy interviewers aren’t necessarily converting on the legitimate interviews, and there’s a reason for that. It takes tech expertise to gauge tech experience, and IT recruiting firms often lack capacity to interview for nuances in these specialized roles. The inverse is also true. Candidates, especially at higher levels, also need a way to feel out the company’s values, which technical screening and interviews processes should lend themselves to.
To address this problem, prosourceIT has adopted new screening and interview processes. We now leverage the expertise of industry specialists who understand the nuances of the work a company needs done, and the unique characteristics that qualify a candidate for the role. In addition to more thorough screening for candidate legitimacy, our new interview techniques significantly increase candidate-to-employee conversion rates. This helps job seekers settle into roles that are right for them, and employers to staff talent who stick around.
To learn more about the new interview, and to start building lasting professional relationships, contact prosourceIT today.