Today I want to address a topic that can resonate in many candidates’ experience: selection processes and how some approaches – even supposedly innovative ones – can dismiss valuable candidate experience.
As the world of work evolves and companies look for new ways to identify top talent, it’s essential to consider how certain practices can inadvertently overlook what really matters: the experience and skills candidates can bring to the organization.
- Endless rounds of interviews: While a rigorous interview may be necessary to properly evaluate a candidate, it is important to strike a balance. Endless rounds of interviews can leave candidates exhausted and discouraged. In addition, they can drive away highly qualified professionals who have other opportunities in their sights. Instead of focusing solely on the quantity of interviews, companies should focus on quality and how each interaction can reveal specific aspects of the candidate’s experience and personality.
- The trap of unexpected videos and recordings: While recordings and videos can be a useful tool for assessing a candidate’s communication and presentation skills, their excessive or unexpected use can backfire. The added pressure of making a video at short notice can negatively affect the performance of candidates who might have shined in a face-to-face interaction. It is essential to remember that a candidate’s experience and talent should not be underestimated by a single element of the selection process. Likewise, surprising the candidate with the recording of the interview – despite being asked if they agree – borders on the limits of what is ethically correct. We need to understand that candidates may wish not to be recorded and not dare to say so during the interview, so their approval may be biased by their interest in continuing in the process. It is necessary to let the candidate know that this is going to happen before coordinating the video call.
- The importance of the work context: Selection processes should also consider the work context in which candidates have accumulated their experience. There may be instances where highly competent professionals have found themselves in challenging situations or roles where their full potential has not been manifested. Rather than automatically dismissing these candidates, it is critical to dig deeper into their stories and understand how their experience may be relevant and valuable to the new role.
- Valuing transferable skills: Sometimes selection processes can focus too much on experience directly related to the job, overlooking the transferable skills that a candidate can bring from other areas, such as educational experience (essential in cases of first jobs), family or sports experience. It is essential that companies recognize and value skills that can enrich the diversity and perspective of their team, even if they are not exactly the same as those mentioned in the job description.
- Lack of feedback: One of the most frustrating aspects for candidates is the lack of feedback after interviews. This one-way process does not even allow candidates to receive a notification as to whether or not they continue in the process. On the other hand, having the possibility to explain why the company has opted for another candidate is important from a constructive point of view. This is not only professional courtesy, but also contributes to the candidates’ continuing professional development, regardless of the outcome of the selection process.
- Lack of information about the position: It is true that in many cases recruiters do not have all the information that the candidate may need to know about the position to which he/she is applying. But in any case, it is important to provide candidates with as much information as possible and to be honest about it. Lack of details about the role, the approximate salary, the stages of the process and other relevant aspects can create uncertainty and make it difficult for candidates to fully commit to the process. Providing a more complete picture at the outset can help set realistic expectations and allow candidates to assess whether the position and company are right for them.
- Consider the impact on branding and corporate image: Opaque or disorganized selection processes not only affect candidates, but can also have a negative impact on candidates’ perception of the company. An unclear or unfavorable selection experience can undermine the organization’s reputation and deter future candidates from considering opportunities with the organization. On the other hand, a company that values candidate experience and offers transparent and respectful selection processes can stand out as a desirable employer and attract top talent.
- Depersonalization through artificial intelligence: As technology advances, it is important to remember that the overuse of automated tests and questionnaires, supported by artificial intelligence, can depersonalize the selection process. Discarding candidates based solely on automated results can underestimate the importance of a holistic assessment that considers human interaction and intuition. While technological tools are valuable, it is essential to balance them with the handcrafted touch and empathy that only humans can provide.
In summary, as companies constantly seek to improve their selection processes, it is crucial to remember that a candidate’s experience is one of the key strengths they can bring to the organization.
Innovative approaches using technology must be carefully balanced so as not to inadvertently dismiss the valuable contribution that professionals with diverse backgrounds can make.
By considering the balance between interviews, recordings, work context and the provision of feedback, companies can maximize the value of the candidate experience and ultimately build stronger, more diverse teams.