Create Memorable Interviews
This is a continuation in the series of articles I have been writing on LinkedIn on the topic of approaching cyber recruitment with purpose. The previous articles are:?
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Today’s Cyber market is very competitive, especially in Australia in 2023. It may not be unusual that desirable candidates end up with competing job offers at the same time you are hoping to attract them to join your organisation. How do you stand out and have the best opportunity to attract the candidate you want??
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Many candidates are so nervous during the interview process that to them it can seem like it happened in a blur, and they may struggle to recall a lot the details of the interview afterwards. However, at the same time what many hiring managers do not appreciate, is this can also be a very visible process for the candidate to understand what type of company your organisation is, and also the personalities of the stakeholders (e.g., the people in the interview process) that the candidate may be regularly interacting with if they are successful in being offered the role.?
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First impressions matter. This is a well-known statement that is offered as advice to candidates when preparing for an interview. For many HR specialists/recruitment advisors, this same statement would be applied for the hiring organisation. What is not necessarily discussed is the impact of the candidate interview stress, how much they are likely to recall of the interview, apart from being provide a general statement of “it seemed to go well”. In a high demand market how can you stand out, cut through the stress, and make the candidate excited at the prospect of being selected to work at your organisation??
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What if you could make the candidates, you choose NOT to make an offer, are still so excited by getting close to being selected, that they evangelise the interview process with company? Word of mouth is an extremely powerful influencer when it comes to community reputation.?
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How can you do this? I admit I don’t have the right answers for you or your organisational context and culture. However, I believe if you spend real time and thought on how you can achieve the above for every candidate, then it’s more likely the interview process will be more valuable to a candidate and potentially more memorable.?