5 FIRST IMPRESSIONS CANDIDATES WANT TO HAVE AT THE TIME OF INTERVIEW

A few years back, I got an interview call from one of the leading IT companies in Pakistan, where I wanted to work for a long time. So, I reached there before my scheduled time. While I was waiting, other candidates came as well. After waiting for more than 30 minutes, HR finally came from inside and called another girl for an interview who came after me (she knew him because as soon as she reached there, he came out to receive her). I was furious but kept my cool. Waiting for an interview always causes me anxiety. So when my turn came, I had the worst interview of my life.?

After two years, I got another call from the same company. As it is a leading IT company, I couldn't resist opting for an interview, expecting a good experience this time. Unfortunately, I had the exact same experience as last time. Thank God it was an online interview, so I didn't wait in their lobby, but yes, in the Zoom lobby (lol). Taking time out from your office routine and finding a place where you can have an interview peacefully for 30 minutes was a challenge. Imagine if we had to wait another 30 minutes for an interviewer. How would we manage during office hours? I left the interview, leaving a message that I could not wait for many hours. After 15 minutes, I got the call from them again for an interview, and again waiting for 5 minutes more, the interview started. Anyhow, the interview didn't go well, as I was in a rush due to pending work.

Why am I sharing these stories with you? As an employer, we should understand that when a candidate arrives for an interview, he expects the same demeanor from the company as we do. Many candidates take short leave for an interview and have to report back to their current employer; others cannot stay late as they have other obligations. Some may have anxiety issues, which could be triggered by waiting. I have seen many companies make their candidates wait for longer periods of time, but they expect punctuality from their candidates. The bottom line is that you can lose a potential candidate because of a negative first impression on the day of the interview.

We need to understand that recruitment is a two-way street. If a company wants to hire a good resource, they should leave a good impression on the candidate. Candidates, especially those who have technical expertise, have multiple offers sometimes, and you can lose him just because of your unprofessional practices.

There are a few things employers should consider at the time of recruitment to leave a lasting impression on candidates.

1.Waiting Time:

Employers and HR make sure that candidates do not have to wait for a long time. Try to schedule interviews 30 minutes apart. If there is any delay from the interviewer, HR should inform the candidate to come late. If there is an 11th-hour delay, HR should be there to inform the candidate from time to time.

2. Reception of the Candidate:

Employers should make sure that there is someone who will receive a candidate and welcome him. HR is the face of the company; they should be available at the time of the interview. Remember, if there is nobody to welcome a candidate, it leaves a bad impression. When an interviewer or HR welcomes a candidate and asks them to wait, the candidate feels at ease.

3. Office Set-up:

Companies should work on their ambience. Make sure that the company conference room is neat, clean, and properly maintained. It could be the turning point for a final decision on whether a potential candidate joins your company or not.

4. Positive Online Reviews:

There are multiple websites where you can write reviews of the company. Always remember that satisfied employees may not write reviews, but an angry or betrayed employee would definitely leave a negative review online. If the company has negative reviews on Google, Glassdoor, or any other website, then resources think twice before joining the company. You can lose good resources due to bad reviews online. Try to make amends with former employees before they leave a negative review of your company.

5. Active Social Media Pages:

When a candidate gets a call from HR, they search for the company online. Social media pages should be updated and give out a positive image of your company. Candidates gain an understanding of company culture through their social media pages. Try to post about your company's achievements, employee engagement activities, and employee appreciation posts.

Whenever we conduct interviews, we should make sure that candidates are scheduled half an hour apart. If the interviewer is getting late, we should make sure to reschedule interviews or inform the candidate to come late.

Always remember that good resources have other offers too. They even have access to international markets. Those days are gone when candidates had to apply to different companies and drop their CVs on their doorstep. When candidates have different opportunities; interview experience, company setup, and location play a crucial role in final decision-making.