5 Tips for Managers to Maximize Interviews and Secure the Best Talent

Having a hard time filling roles? Keep losing candidates during the interview process? 

Here is a great article to help hiring managers build an efficient interview process. All of the content in this article is really important, but we highlighted a few challenges we primarily help our clients solve most often. 

"Having two different lists of candidate requirements on the job advert, one for ‘essential skills’ and another for ‘desirable skills’, ensures the best talent isn’t intimidated out of applying due to a lengthy job requirement list where they may not meet every criterion."

Here at VERLYNK, we make sure to conduct a thorough intake meeting with all of our clients to narrow down a realistic number of absolute must-haves for the role. We then make recommendations on how to advertise the skills needed. 

"Ensure before the interview you have reviewed the candidate’s CV and any other documentation they may have provided to get a well-rounded view of their experience before you meet them in person."

We send all of our clients a detailed explanation of our conversations with each candidate. We highlight candidate experience, career goals, ideal company, etc. 

"This ensures the right questions are being asked, allowing you to find out everything essential you need to know about the candidate."

Many of our clients are smaller companies that may not have established interview practices. We have provided interview questions and rubrics to a number of our clients to help assess candidates. 

"However, not allowing the interviewee to ask questions can mean essential pieces of information slip through the cracks."

We provide top of mind topics for each candidate to our hiring managers. We educate our clients on what is really important to our candidates which helps create a great candidate experience. 

"While you need to take the time and consider if someone is the best match for your business, as the market is moving so quickly, talent is being snapped up fast, so consider if there are ways your hiring process can be streamlined to reduce the time taken to offer a job."

This one is pretty common with hiring teams and it can be a costly one. We guide all of our clients to have a debrief meeting no more than 48 hours after the final interview. The debrief and intake meetings are the most undervalued steps in the recruiting process. We make sure to nail down all the specifics in the intake meeting so the hiring team knows exactly who they are looking for. Also, we coach our hiring managers on how to properly run a debrief meeting without creating bias. 

If you are a hiring manager who is struggling to find talent quickly, please get in touch. We have helped many clients be more efficient in hiring top talent. 

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