Top 3 Interview Dos and Don’ts – According to Candidates

7.23.19 | Employers want to deliver a great candidate experience, but what does that look like? Indeed, one of the world’s leading job sites, surveyed 1,000 recent job applicants to find out what matters most when it comes to the interview or recruiting experience. Participants were asked to cite factors that most contributed to a positive experience, as well as those that drove a negative experience. Using the most popular responses, we’ve created a guide for employers.

Do

1) Have an enjoyable conversation (43% of respondents)

Pleasant and engaging banter is the largest contributing factor when it comes to a positive candidate experience. Despite society’s reliance on electronic communications, interviewees value face-to-face conversations with prospective managers or co-workers. And while enjoyable conversation often eases interview tension, it also lends insight into the company’s culture, which is important to candidates.

2) Be transparent about salary and/or benefits (42% of respondents)

The talent pool is shrinking and prospective employees may be considering multiple positions. In these cases, salary and benefits can be deciding factors. The best approach is to accurately share salary and benefit information upfront. If a position is not within a candidate’s salary range, they’ll want to move on to other opportunities.

3) Respect a candidate’s time (40% of respondents)

Re-scheduling a single interview can throw off a candidate’s week. Candidates are busy, too. Just like any other professional, they need to manage their time effectively. This is especially true if they are currently employed and need to arrange interviews amid the obligations of their current job – travel, meetings, and deadlines.

Don’t

1) Disrespect a candidate’s time (45% of respondents)

Once again, respect for a candidate’s time is something that can greatly impact the hiring experience. Recruits do not appreciate waiting on an interviewer who is running late, nor meeting with someone who hasn’t taken the time to review the candidate’s resume or portfolio. Employers should approach interviews as they would client meetings – be prepared and be on time.

2) Be inconsistent with the job description (42% of respondents)

When the job description does not match the role discussed during the interview, candidates get frustrated. In fact, according to the survey, this is the leading reason recruits drop out of the interview process. It’s comparable to advertising one role but offering another and it’s a waste of time for both parties. Be transparent about the role and describe it consistently – from the initial listing to the final offer.

3) Communicate poorly (41%)

Candidates understand that not everyone gets the job. What they don’t understand is why employers don’t close the communication loop. Many recruits never hear from potential employers. Once again, the best approach is transparency. Let candidates know the interview process and timeline. Keep in touch with them throughout, even if it’s mostly through automated email messages. Any communication is better than none.

The job candidates have spoken. By taking note of their feedback, employers can further ensure a positive and productive candidate experience.

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