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Is It Time to Update Your Hiring Process?

Is It Time to Update Your Hiring Process By Frank Benzo

Imagine this: A hiring manager begins an interview with a candidate by bluntly stating, “This job isn’t for the weak.” Now, take a moment to consider what kind of first impression that can create.  

Rather than inspire confidence or excitement, such a statement might come across as unwelcoming or even dismissive. In fact, it could prompt a job seeker to walk out the door – and not as an admission of weakness!  

Unfortunately, things like this do happen. Oftentimes, you’ll see social media posts on LinkedIn and other sites, where professionals air negative experiences they’ve had during job interviews. Some candidates share unpleasant experiences directly with recruiters. During my years as a talent recruiter, I’ve been able to help coach HR departments and Hiring Managers alike with their interview processes. 

Since the hiring landscape is so competitive, I’m compelled to share more professional and positive ways to conduct interviews with potential candidates and how to ask the best interview questions during the talent recruitment process. 

First impressions matter  

When was the last time you audited your hiring processes? Many companies invest significant efforts – time and treasure – in auditing their operational staff to ensure efficiency, compliance, and continuous improvement. Yet surprisingly, these same organizations often neglect to do the same with one of their most critical functions: their human resources departments and hiring practices.  

The hiring process is a company’s first opportunity to make a lasting impression on qualified candidates and new hires. It’s also the first opportunity to demonstrate compliance with local, state, and federal employment rules and regulations. Why would you not be investing to ensure your human resources departments and hiring practices are at their best?

What you say matters   

Talent recruitment is not just about sourcing, interviewing, and assessing job candidates. It’s about showcasing your organization and company culture as a desirable place to work. By overlooking the quality and tone of interviews, hiring managers risk undermining this crucial moment.  

It’s vital that hiring companies listen to and analyze what is being said to candidates during the interview process. Take time to ensure that your human resources team and hiring processes reflect professionalism, respect, your company’s core values, and your company culture.  

The candidate experience matters 

Here are some examples of what should not be said to job candidates, followed by better alternatives that can create a positive candidate experience. Remember, your hiring team is the face of your business. 

No: “This job isn’t for the weak.”  ➡️  Yes: “We’re looking for someone who embraces challenges.”   

No: “You’re good working late hours, right?”  ➡️  Yes: “This position requires working during any of our operating business hours. Is this something you’re open to?” 

No “Why should we hire you over other candidates?”  ➡️  Yes: “What unique strengths or experiences will you bring to this role that set you apart?”  

No: “Are you married or do you have children?”  ➡️  Yes: “Are you able to meet the schedule requirements for this role?”  

No: “Tell me about yourself.”  ➡️  Yes: “Can you share a bit about your professional background and experiences that have prepared you for this role?”  

No: “Tell me about your superpowers.”  ➡️  Yes: “What are your greatest strengths and how do they help you excel in your work?”  

No: “What is your current salary?”  ➡️  Yes: “What range of compensation would you be comfortable with if you are offered this position?”  

No: “Why did you leave your last job?”  ➡️  Yes: “What are you looking for in your next role that your previous position didn’t provide?”  

No: “When did you graduate?”  ➡️  Yes: “What degree or certifications do you hold that are relevant to this role?”  

No: “Don’t you think you’re overqualified for this job?”  ➡️  Yes: “Your qualifications are impressive. We’re interested in understanding how you see this role contributing to your career development. What excites you about this opportunity?”    

Strong interviews focus on questions that are germane to the job opening 

Rather than asking questionable or even illegal interview questions during the interview process, hiring teams should focus on the relevance of each question to the open position and job description at hand. In other words, if an interview question is not related to the experience, skills, or other qualifications required for the job, remove it from your list.  

Strong interviews allow job seekers to highlight their abilities, and they allow you to gather the insights you need for informed decision-making in staffing your teams. To succeed in onboarding top talent, it’s essential to transform any unpleasantly worded or invasive interview questions into ones that are presented in professional, inspiring, and compliant ways.  

Identify and eradicate damaging habits  

In my new book, Counterproductive Culture, I dig into the cracks of HR and hiring processes that often go unnoticed or are purposefully ignored. Rather than leaving your employer brand image and hiring success to chance, turn your recruitment strategy and hiring process into a unique and competitive advantage. 

Reach out to me for more insights and assistance in finding qualified candidates for your team. As a Gold Pinnacle Member and Senior Recruiting Partner with Goodwin Recruiting, I am ready to support your immediate and future talent acquisition goals.