Winning Strategies: Interviewer and Recruiter Behaviours That Attract and Deter Top Job Candidates

By Kuldeep Yadav

The recruitment landscape is undergoing a profound transformation globally and in India, as we find ourselves in a candidate-driven market. Gone are the days when interviewers held all the power; candidates are now empowered to evaluate and judge the companies they interact with.

This shift in power dynamics has been fuelled by technological advancements such as AI (Artificial Intelligence), ML (Machine Learning) & social media, and other factors like talent scarcity, and evolving work models. Consequently, it has become crucial for employers to prioritize the creation of engaging and positive experiences for candidates throughout the hiring process. Every interaction, whether with successful or unsuccessful candidates, carries significant weight, as they have become influential voices capable of sharing their experiences on digital platforms like Glassdoor, Indeed, LinkedIn, Twitter, and more.

The repercussions of negative experiences shared by candidates can be severe for employers, including a reduction in referrals, longer time-to-hire, lower offer acceptance rates, and even a decline in the quality of candidates.

Recent studies reveal that candidates posting about their interview experiences online has doubled in the last 3-4 years – so a candidate experience is more important than ever. Globally, every 2 out of 5 job seekers decline a job offer because of a bad interview experience, while in India, the figure is almost one out of two candidates doing the same, emphasizing the critical role of interview processes in securing top talent. We have observed an increase in bad interview experiences over time, with jobseekers citing the recruiter, interviewer, and process as contributing factors.

Recruiters play a pivotal role in attracting top job candidates and shaping their perceptions of a company’s culture and values. They serve as the primary point of contact for candidates throughout all stages of the hiring process and are responsible for keeping them informed. Recruiters have a deep understanding of the role and its requirements, and outdated assumptions can lead to candidate disinterest. Therefore, it is important for employers to foster a strong partnership between hiring managers and recruiters, from the job specification to expectations of each other.

Interviewers, whether they are hiring managers, functional leaders, or team members, play a vital role in the decision-making process. As brand ambassadors, they must uphold the culture and values of the company. Interviewer training ensures that they show up confidently and consistently to every interview. It is crucial to ensure that interviewers understand the role the candidate has applied for, job-related competencies, and evaluate behaviors based on responses, as well as soft skills such as body language and active listening.

From the outset, the recruiter and hiring manager need to discuss and agree on the hiring process. Some aspects will be mandated by the company, others may be a little more fluid. However, getting the basics right—providing accurate job descriptions, setting candidate expectations on the timeline, keeping them updated on progress and providing feedback—is essential.

We strongly believe that listening to the candidate’s voice is essential in an increasingly connected world. Most companies now monitor review sites for negative posts and keep an eye on changes in their overall star rating. However, with an aggregated view of what people are saying online, organisations can gain a greater understanding of what candidates experience when interacting with your organization and take action to address recurring issues. Armed with this knowledge, organizations can take proactive steps to address recurring issues. From our experience and understanding of the dynamics of the recruitment process, we have identified certain behavioral attributes for recruiters/hiring managers that can significantly impact how candidates view potential employers. Here are some actionable suggestions to improve the candidate experience:

• Job Descriptions: The recruiting process starts with a “JD”. Providing detailed and precise job descriptions helps candidates understand the role’s responsibilities and expectations.
• Responsiveness: Responding quickly and keeping candidates updated about the hiring process demonstrates respect for their time and interest.
• Meaningful, Engaging Conversations: Engaging candidates in meaningful conversations about their skills, aspirations, and how they can align with the company’s goals can create a positive candidate experience.
• Honesty & Transparency: Being upfront about company culture, work expectations, and challenges fosters an environment of honesty and trust.
• Courteous Interview Process: Respecting candidates’ sensibilities, conducting interviews on time, and showing courtesy throughout the process reflects professionalism.
• Constructive Feedback: Providing constructive feedback after interviews, irrespective of the outcome, helps candidates understand their strengths and areas for improvement and leaves a positive image of the employer.

To remain competitive, businesses must adapt to these trends and changing needs. The actions of recruiters can significantly impact candidates’ perceptions of the organization and their overall experience. By exhibiting positive behaviors and avoiding negative ones, recruiters can contribute to successfully attracting and retaining top talent.

(The author is Kuldeep Yadav, Senior Vice President, AI, SHL India Private Limited, and the views expressed in this article are his own)