Interview Methods
The year is 2020, the world has shifted into a pandemic and the typical interview process has changed for good. Previously, the expectation and general standard across the industry would consist of a telephone interview as a 1st stage, then a 2nd stage face to face with potentially a technical test squeezed in between. The modern approach the interview methods involves a combination of video, telephone and face to face interviews. As businesses have adopted the remote first approach into their technology & IT functions, the industry has heavily swung towards a video interview bias.
With premium accounts across video interview platforms and access into the highest quality interview software, The Candidate are on hand to arrange and manage all virtual interviews.
Technical Tests
There is much debate across the industry as to the relevance and success of technical tests when vetting your next tech hire with several candidates actively removing themselves from processes which demand excessive technical tests. Our expert team at The Candidate can help you ensure that you are approaching technical tests in the most positive manner and discuss all we have found from our experience in the industry.
The key drivers behind candidate success when completing technical tests revolves around the length of the requirement, and the subject itself. Technical tests more than circa 1.5 hours is considered unacceptable and equally, any technical test which may present itself as convertible into business practise and used directly after the completion of a test, is a major deal breaker from a candidate trust perspective.
Transparency & Information Flow
One of the most vital points of information to keep in mind whilst recruiting is; just because a candidate isn’t right for you at this current moment of time, doesn’t meant they will not grow into an essential member of the team in the future.
What do we mean by this?
You interview a candidate, but they are not right for you at the current moment in time. However, in 3 years they may progress into a technical leadership role and be the perfect candidate to help your business achieve its strategic vision. Imagine reaching out to the candidate after this time when they are ready to take your business to the next level, but their experience was negative and full of poor communication. Negative impressions of miscommunication or lack of transparency leave a sour taste in the candidate’s mindset – transparent and clear communications throughout the process regarding the role, the business, the process and the requirements are imperative to creating a lasting impression (even if the candidate doesn’t join you then!)