The past few years have been filled with hiring, resigning, training, and adapting to what the “new normal” looks like for the workplace. Employees are becoming more determined to find positions that give them the flexibility they desire and provide them with tangible benefits that allow them to keep a healthy work-life balance.
What does this movement mean for recruiters? While many talented professionals can find positions without our help, we get the privilege to help set candidates up for success while making their transition smoother than if they did not have someone who is their assistant, cheerleader, therapist, negotiator, and all of the other hats that we wear as a recruiter in their corner.
Here are some ways that recruiters and hiring managers can better themselves as they are interviewing to keep up with the current hiring trends and create better working environments for companies everywhere.
Know what to look for in a candidate
Placing a candidate in a job is about finding the right fit for the organization and the candidate. With that being said, there are many green flags and red flags that recruiters and hiring managers can look for that can instantly give them more insight as to whether that professional will be a good fit for the role.
One of the biggest green flags when interviewing job candidates is punctuality. When a candidate is even three to four minutes early to the interview, it sets them apart and shows the interviewer that they have taken the time to prioritize the meeting. Additionally, attention to detail is a huge green flag. When candidates send an email the night before or the morning of to the interviewer along the lines of “Attached you’ll find my resume/LinkedIn. Looking forward to meeting you soon,” it goes a long way. The timeliness and sense of urgency when sending these notes is equally as important. Again, a thank you note can take seconds but pay attention to the candidates who make that extra effort to show their appreciation.
Conversely, beware of red flags, with the first being a lack of intentionality. As recruiters and hiring managers, we can tell when a candidate has applied to dozens of listings and wants a job to have a job. Be cautious of candidates who are going through the motions. Pay attention to how the interviewee answers the questions. Vagueness is a big red flag. Whether they answer the interviewer’s questions or ask the interviewer questions, it speaks to the theme of being intentional. If they are answering a question that isn’t specific to your company and could be repeated for another interview at a different company, it’s probably not the strongest answer. Even just the slightest tweak demonstrates thoughtfulness and specificity.
Lastly, timeliness. This applies to both candidates and hiring managers. Time kills deals. Ride the momentum when interviewing and try to schedule the next steps as soon as possible. Why? There’s nothing better than having your actions speak louder than your words. Moving quickly is a sign of excitement and prioritization, which goes a long way in showing the candidate that you value them and, on the candidate’s side, shows that they are equally as eager to proceed and join your team.
Tips for successfully preparing candidates for interviews
First and foremost, be the candidate’s advocate. It is important to show that you are interested in the candidate’s success and matching them with the best role within your company. Make sure they are confident going into the interview or they won’t perform well. It is all about setting them up for success.
A second tip would be to get a pulse check on how the candidate is feeling. Are they excited about the opportunity? Are they excited about your company? If not, get them excited to speak with your team. What is special about your company that you can share with them before they even log on to that initial Zoom meeting? As candidates are becoming more and more deliberate about their decisions to work for a company, it is important to showcase what sets you apart as an employer.
Make sure you are adding value to the interview. Recruiters should share with the candidate information about who they are interviewing that they can’t find online. What is the hiring manager’s personality like? What is a unique fact about them that a candidate can converse with them about in an interview? Alternatively, what has been well received from other candidates? Sometimes it is helpful to share what the pipeline looks like so candidates know what they’re up against and how to prioritize particular opportunities. Remind them you’re available to answer any questions candidates have prior to an interview. If I don’t know the answer, I’ll defer to letting them ask the interviewer.
Additional advice for recruiters
Resumes are not the end-all-be-all of a candidate’s skills, especially in the tech industry. As the hiring landscape and process continue to evolve, resumes are becoming a nice-to-have, not a need-to-have. Look at the candidate’s Linkedin profile instead. Are they active? Do they have over 500 connections? Do they interact with meaningful and relevant content to the industry they want to work in? Do they have endorsements? Companies should not underestimate Linkedin’s potential to tell an employee’s story.
Remember that rejection is an important part of the process for both candidates and companies. Some of the best success stories typically involve rejection. At some point along the way in the hiring process, whether it was just an application or a final round interview, the candidate is rejected. There’s just something about pushing back on a hiring manager’s decision and advocating for a candidate that truly fits the position that feels so good in the end.
Overall, recruiters act as allies by preparing companies and candidates for interviews, identifying good qualities and deal breakers, and helping set both parties apart in this talent-forward hiring market. All their efforts set companies and job seekers up for success as they navigate the challenges of the “new normal” workplace.
