Don'T Let Excellent Candidates Die In Interviews.

< p > > a href= "http://? www.91se91.com/news/index_c.asp" > candidate < /a > job application. He did not pass the interview of the enterprise. They died in the interview.

In another case, because of the poor interview process of enterprises, the candidates are not treated well, so that many excellent people are unwilling to continue to accept the inspection of enterprises. They also die in interviews.

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< p > everyone will encounter countless interviews in his life. Sometimes we will succumb to these interviews, but sometimes we will say "no".

The same is true of job interviews. It is mixed with love and hate: at the beginning, candidates expect to be interviewed; but after being interviewed, they will be subjected to repeated waves of stress and pain, causing them to give up expectations.

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< p > < strong > interview death factor 1: excessive interview < /strong > < /p >.

< p > every candidate can understand the necessity of the interview, but when asked to interview too many times, the pain spot will appear.

A CEO of a well-known technology company has asked every job candidate to undergo an astonishing 17 rounds of interviews although no one knows how and why such a brutal number of interviews.

A few years ago, Google, after gaining fame in the industry, has asked for more than two digit interviews.

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The reason why P Google has a high profile is that it will affect everyone in the company, so everyone in the company is entitled to interview candidates.

Fortunately, under the pressure of interview death, Google finally launched internal research.

Research shows that after the four round of interviews, people who come back to participate in the reexamination will gradually decrease.

Because Google's popular positions require advanced skills and creativity. For most jobs, over three interviews are totally unnecessary.

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< p > obviously, when the number of interviews is over the standard, not only can the company get very little additional value, but also every candidate will suffer unnecessary injury.

Too many interviews can damage the spirit, self-esteem and perception of self-worth of candidates.

On the one hand, it causes candidates to wait for a long time and under pressure. Both the candidate himself and his family will feel unnecessary pressure and inadaptability. On the other hand, if the candidate is on the job or he lives in other cities, he will force the candidate to create many false excuses to get away from the interview, which are very bad candidates experience.

In addition, frequent requests for leave / absence can also affect the candidate's career.

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< p > for recruiters, holding too many interviews will not increase recruitment decisions, and will cost a lot of time for managers and recruiters.

If a candidate releases negative information about your interview process on the Internet, it may also hurt the external image of the company and future recruitment.

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< p > but why do companies often ask for too many interviews? Fear of recruitment errors may be the main reason.

But even if you have more interviews, you can't guarantee that the individual is perfectly appropriate.

So, lower your expectations appropriately! < /p >

< p > < strong > interview death factor 2: repetition < /strong > < /p >.

P > well, we don't need to interview so many times, but there is still an uncomprehensible question: clearly, the candidate answered this question in the last round of interview, but in the next interview, it will repeat the same problem.

At first, candidates may feel discouraged, but then there will be some annoyance. This repetition will make candidates feel this is a company, management is really confusing, and is not worth joining.

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To repeat the same interview questions, P will not only increase the confusion and frustration of candidates, but also make candidates feel that their first answer is incorrect.

If candidates change their answers, they will reduce the accuracy of recruitment decisions.

If the question asked by the recruiter can find the correct answer in his resume, it will also give the candidate a negative impression.

Asking for the same interview questions again means less questions and more new information for recruitment decisions.

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< p > why can continuous different recruiters repeat the same questions? This only shows that the interview is not structured, planned and coordinated.

The recruiter did not assign specific questions to different interviewers' majors, nor did anyone track which questions were not asked.

In fact, we can simplify the interview manual. For every interviewer, just ask the first question on the manual list.

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< p > < strong > < a > href= > http:// > www.91se91.com/news/index_c.asp > interview > /a > death factor 3: unnecessary uncertainty < /strong > /p >

< p > when a candidate enters the interview process, he will go through an unknown journey.

They know nothing about the interview process and the information they expect to know.

Even if they are eliminated, they remain in the dark.

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P > sometimes the candidates do not get any feedback on the interview results for a long time. He will subconsciously think he is out of the game, but the fact is that the next interviewer is not ready yet.

This uncertainty brings frustration to candidates. If he cares about this job, he may have to spend many sleepless nights.

But in fact, this uncertainty can be clarified, for example: what is this step? How long does this process take? What skills are we looking for? Who will conduct the interview? What is his job? Who will make the final decision?

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< p > there is no enterprise rule that limits recruiters to tell candidates about every aspect of the interview process.

Deliberately leaving candidates unidentified is mainly for unprepared interviewers to have a chance to put dove in the interview process.

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< p > many candidates, especially after 90, expect enterprises to be highly open and pparent.

When they do not provide much prior information, they may withdraw from the recruitment process.

When an enterprise fails to respond to candidates in time, they may give up the company permanently and advise their friends or colleagues not to do the same thing.

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< p > < strong > final thinking < /strong > < /p >

< p > relative to bad a href= "http:// www.91se91.com/news/index_c.asp" > interview skill < /a >, the death of interview is more harmful to recruitment. In fact, most of the sufferings of candidates are unnecessary in the interview process.

If the recruitment supervisor wants to understand and properly control the death rate in the interview, we must anticipate the problem and raise awareness, and develop the standard that covers the entire interview time, the duplication of interview questions and the right to know the candidates.

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< p > some people may feel that in such a bad employment environment, there is no half money relationship between interview death and candidate experience. This is definitely a wrong decision - it will make you lose nothing in talent wars, and pay a painful price when talent is regained the initiative to apply for a job.

Recruitment is also a service. Treat your candidate quickly with the standard of treating consumers! < /p >