Candidate interviews: how to accelerate this process?

In the past, the recruitment and selection process was much shallower. Simply announcing a simple ad, getting the interview candidate, and evaluating their work history. But times have changed. Companies have increasingly specific needs and new features and tools have come on the scene.

Now it takes much more than a simple conversation. Skills are tested, qualities are explored and talents are discovered: without these findings, there is no possibility of any hiring. However, this change means an extra investment for the organization that, in a crisis scenario in the country, also needs to economize.

Therefore, we will show in this article how to accelerate the candidate interviews process, focusing on cost containment, task optimization, and time savings. Be aware, as the tips are simple and easy to apply in your company.

Develop a strategic selection process

Before defining the tools used in the recruitment, it is necessary to define planning regarding the selection process. It should contain the positions available for hiring, description of the desired professional profile, dates for interviews and disclosure, activities and criteria that will be evaluated.

In this way, both the HR sector and the management and the candidates can get informed about the process, for better preparation. This action is extremely important for everything to be done in an organized way and for mistakes to be avoided.

In addition, it will be easier to deal with unforeseen events and delays, factors that most adversely affect the interview process. Do not forget that in order to work out this plan, HR must also organize itself and do it in advance, otherwise many important points can be left out and the work will not show quality.

Make a good disclosure

Once the planning is done, it is interesting to prepare a good ad to publicize the selection process in the right channels. After all, in order for candidates to get interested quickly and the interviews begin soon, you need to reach the target audience with precision.

The channels of the disclosure can be chosen according to the level of the intended position. Simpler jobs can be advertised in newspapers, classified online and in wider social networks. Higher ranks, involving management and leadership, should have the help of a specialized company that helps in a more in-depth search in the market.

Adopt software and video platforms

Interviews are the most time-consuming process of recruitment. It is necessary to set schedules, receive candidates and still spend a lot of time in the meeting, to talk and get to know each one of them. Therefore, resorting to video software and platforms for this purpose is an excellent option.

With an affordable investment, the hired system is tailored to the needs of the company and provides easy-to-understand functionality for both the recruiter and the candidate. The results are effective and the screening process is rapidly reduced, making only face-to-face interviews required to be scheduled.

With the help of these technologies, it is possible to ask the candidate for a recording of the interview and respond to the usual interview questionnaire. Then, it is necessary to calmly analyze the material, evaluating if the competitor has the company profile.

Through video, many factors are analyzed with much more precision: communication skills, resourcefulness, posture, and even foreign language skills.

The video can also be shared with several company employees. Thus, managers, leaders and the industry team can leave their opinion on this and contribute to the conclusion of HR.

This feature is also perfect for economizing on data binding and printing, improving the flow and management of people involved in the process.

During candidate interviews, watch out for non-verbal language

In face-to-face or video interviews, it is important to look at some details in the candidate’s recording. The most important of these is the so-called non-verbal language. Through a conversation, you may notice many things about the candidate, but you must remember that he will probably be well prepared and know what to say.

Nonverbal language, however, shows much of its intentions and can speed up the screening process. If the person is left, looks away from the computer, in the case of video interviews, or sits in any way, this may indicate some disinterest in the process.

However, when he sits upright, gesturing moderately, and is comfortable with the questions, he is considered to be truly willing to face the challenge. A great capacity for observation and analysis by the recruiter is necessary since any misinterpretation can waste an excellent professional.

Therefore, invest in training so that the HR team is prepared for this analytical stage. Video interviews go hand in hand with many people and help make that detail more effective, but if the interview is face-to-face and done with just a few people, extra attention is essential.

Look after the company image and the contact with the candidates

In addition to these provisions, also consider that a company is known due to its internal processes. The better the organization and the practicality of an interview, the more candidates will be interested and the faster the selection process begins, filled with new possibilities.

It is important to keep the Human Resources sector up to date with devices that make the candidate safer and more secure for the interview. More than offering benefits, it is essential to show consideration to the stakeholders, even those who do not fit the desired profile.

If in any of the stages of the selection process you demand the interference of outsourced services, try to hire a partner company that adopts the ways of your organization and understands your requirements. Thus, the processes will walk at the right pace and your company will maintain its reputation.

These are just the top tips to speed up the candidate interview process. Of course, according to the positioning of the company, other factors can be added and adjusted. If you liked this article and you think that this content can help others optimize the selective processes of their organizations, share on social networks!

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