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In the past couple of months, the employment market has been shifting from an employer’s to a worker’s market. Job seekers are experiencing a rise in choice in their career and consequently, what jobs they consider taking. What’s more, with job positions becoming more specific and grounded in unique skills that are crucial for long-term success, employers are having to make interviewing and screening processes longer and more complicated. 

But what happens when the process begins requiring more time and effort than your candidates are willing to give up? 

What happens when your candidates take another job they’ve been offered in the meantime?  

How can you find the right candidate, ensure they’re the perfect one for the position you’re hiring for, and do so within a reasonable time frame and without asking of them more than they’re willing? 

How many interviews is too many?

According to a study by Career Sidekick, the average job position usually takes 2 to 3 interviews to determine whether a candidate will be offered a position. This impractical from the perspective of the candidate—many of whom will not return for a third interview without knowing for certain they will be offered a job. It’s also impractical for you, running the interviews. 

While some feel like not running interviews at all and only hiring a candidate based on their resume credentials and maybe even a personality assessment on paper is risky, others say that streamlining the interview process is becoming crucial to maintaining a realistic and fair approach to hiring, particularly for entry- or junior level job positions.  

A position that is higher up and carries with it many high-stakes responsibilities will, by nature, require a more intensive interviewing process to measure a person’s character, abilities as a leader, and comfort within a work environment, but certainly for those lower down within a company, three, four, or five interviews without a light at the end of the tunnel seems arbitrary and perhaps a bit unfair for someone desperate for a job.  

Cut your interviewing process costs and candidate lists in half

Interview processes are daunting for candidates; no one wants to be in the hot seat for any longer than they need to be. Making this process shorter and more effective will not only make things easier for them, but can even make things easier for you by saving you time and effort on job postings and even mis-hiring. You can start by ensuring the following are integrated into your current hiring process: 

1. Maintain transparency

When starting your interviewing process, be honest with your candidates. Explain your processes, and offer them an easy way out of the job. Some are not willing to wait, or need to hear back sooner about your position to tell other employers of their plans, and your responsibility is to be as plain and upfront as possible. 

2. Set realistic expectations

Before you begin your filtering and screening processes, establish expectations to hold for what your candidates can expect from you and what you expect from them. As well, you should give yourself a deadline for when you should have your candidate. You could be looking for the perfect candidate for years, when instead, you could hire someone who has the potential to get there with your training right away. 

3. Be willing to compromise

With the previous point made, it’s crucial to consider all the absolutely necessary parts of a position you’re hiring for. If you’re unable to compromise on pay, you may need to lower your expectations on employment history or qualifications. Even if a position requires a worker to have such qualifications, it’s more realistic and beneficial to everyone involved to support a worker who has yet to get qualified, but has great potential to do so.  

And when the above still isn’t enough, Workwolf and Self Management Group are here to make things even easier for you. So easy, in fact, it’s automated.  

How to replace your current process with Packfinder

Workwolf and Self Management Group have developed a pre-hire assessment by integrating its results into the Workwolf platform and leveraging blockchain to maintain the integrity of the data gathered. 

Workwolf and Self Management Group’s career fit assessment, Packfinder, provide a comprehensive solution that enhances the candidate experience with free career advice. What’s more, the process is speeding up background checking processes, making the time-to-hire up to two weeks shorter. 

The tools included within this latest integration include:

– Career management solutions for job seekers and candidates
– Candidate/job matching technology
– Candidate sourcing and pipelining processes
– Expedited background screening and verification tools 

 These, I’ve come to find, are the most crucial elements to hiring.

The new Workwolf platform now offers the ability to pre-verify candidates to ensure their resume claims are accurate and authenticated. With these variables eliminated, you’re left with a top-tier candidates who are sure-fire to perform as needed.  

Workwolf makes the authenticates the data needed to make more effective interviewing and screening processes. You will gain greater insight on, and will remove the greatest risks that may come with a potential candidate.  

Ready to try Workwolf out for yourself? Sign up for a free Workwolf Business account by clicking here