The Interview Goes Both Ways

Wedge Team
May 19, 2020

In the interview process, you’ll often hear a recruiter say something like the following:

  • “Ask questions, we’re an open book!”
  • “Do you have anything for us?”
  • “We know this process goes both ways, so feel free to ask anything.”

While this gesture is nice, all it remains is a gesture. If you have to explicitly tell your candidates to ask questions, you have probably created a hiring environment where the company is in-charge – when that shouldn’t always be the case. Here’s why.

Hiring candidates in your pipeline is not a guarantee

What this means is simple, but often forgotten in the corporate jungle. Just because a candidate is in your hiring process, does not mean they are sold on your company, potential offer, or role. That part is up to you to sell them.

Career coaches often tell their clients to act confident and make yourself seem like a catch, rather than a commonality. This is done by projecting themselves in that way by asking tough questions, showing that they care about the little things and aren’t just along for the ride hoping for an offer.

While yes, candidates that are just happy to be there and want an opportunity with your company will come around. This truth is far from usual without being a big name in your industry.

For the most part, top-talent needs to be sold on why they should want to take your offer over others, which they most definitely have. This starts from the first interaction, the application, the follow-up email, video-interview, or phone screen. Regardless of the journey they take to get into your office for the real interview, by that time they will already have formulated their opinion on whether or not they want the job.

Good candidates aren’t easy to find

Another huge reason why the candidate should have leverage in the hiring process is because top-talent isn’t easy to find, or land. This means that companies need to treat the candidates in their process as a lucrative opportunity to add someone of value to your team.

But generally, instead, companies feel as if they are in charge and that the candidate is lucky to be there. This feeling is easily seen and felt by the candidate and can be a major reason why companies lose their best talent in the middle of the process.

Start treating your talent like talent

To continue, companies need to start treating candidates, or talent, as the talent that they are. The truth of the matter is that most companies are very lucky to land good candidates, but far too often the hiring process makes that seem like the standard.

Start appreciating the candidate before they are an employee. In most cases, top-talent is looking for jobs within your company because they see the value you can provide on paper. The chance becomes yours to show them that you really do care about their well-being and career development from the start of the process. That right there could be the deciding factor between candidates picking your company over your competitors.

The candidates are supposed to be “recruited”, but for the mast majority of them, this feeling is far from present. Next time you bring a candidate through your doors, or through your hiring process, try to remember that the process goes both ways.

Have a great weekend from the Wedge Team!