Establishing your company interviews as ‘mutual-views’ to deliver a world-class candidate experience

In the past, the power dynamics of hiring may have had the company in the driver’s seat when it came to recruitment. But with the ‘candidate’s market’ that we’re now seeing, it’s more important than ever for companies to deliver a world-class candidate experience if they hope to continue scaling.

In this week’s episode of the ScaleUp Valley podcast, our host, Ryan Foland, sat down with two experts in developing a positive candidate experience. We hear from Maria Dunn, VP of People at Managed by Q, who has been working in people’s operation for over a decade and Olivia (Liv) Cruzat, who expertly heads the people team over at Knotch.

Through their expertise, we gain valuable insights into developing a candidate experience that will attract employees who will help your company grow. The first tip: thinking about your company interviews as mutual interviews (or ‘mutual-views’ as established in the podcast) for both you and the candidate to find the right fit.

Interviews are a two-way street

What both Dunn and Cruzat have experienced throughout their careers in people’s operations is that the interview process has become more of a shared experience in terms of a power dynamic. Where in the past, the company held the power, now we’re seeing candidates with much more opportunity — especially in the engineering sector.

This means that it’s crucial for companies to see their hiring process as something that will absolutely have an effect on getting the best talent possible. First step, establish your interviews as ‘mutual-views’ and recognize that your candidates are also looking to have questions answered and boxes checked during your recruitment process.

For Cruzat, the biggest pain point that can affect the candidate experience is a lack of communication. Her aim is always to communicate the timeline for the process, giving an overestimation to candidates and potentially delivering before the dates they set.

What else can create a negative candidate experience?

9 times out of 10 negative feedback is due to poor planning

On a foundational level, you have to put time, energy and resources into developing a candidate experience that will bring positive feedback. From Dunn’s perspective, negative experiences usually only develop if your team hasn’t put in enough effort to plan.

For example, interviewees should not be receiving the same questions throughout their interview process. This can induce negative consequences on a number of levels. For one, your candidates will be made to feel like your company didn’t put much time into planning the process or like you’re not sharing much information internally about your potential candidates.

Secondly, Cruzat finds that candidates may get confused by repetitive questions and think that it’s a test. Then, they may answer the question really well the first time around but by the second or third have run out of new ways to answer it.

Both Dunn and Cruzat have many more tips to share on the candidate experience, but you’ll have to listen to the rest of the episode on SoundCloud to learn more. Then, keep listening and keep scaling. And if you want to know more about ScaleUp Valley initiatives, calendar and purpose, join our community by subscribing to the ScaleUp Valley newsletter.

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