Interviews aren’t easy for anyone. They can be fun, incredibly awkward, highly engaging, or complete wastes of time. It isn’t just how an interview is conducted that matters, but what happens afterward that has an impact on whether the interviewing process was valuable or not, for both the interviewer and the candidate. 

So what do Canada's best employers do during the interview process?


1. they follow up with great candidates who don’t get the offer

The strongest candidates, the top two or three will be considered for a job. The one or two who aren’t offered the role, still have strong qualifications but for some reason, they haven’t been selected. This shouldn’t immediately disconnect an employer from a candidate.

Following up is great protocol and as a candidate expands their experience, education or improves in other ways, they become more valuable to an organization. When an employer is hiring for a similar role again, calling up previous strong candidates should be a best practice. They might also know other strong candidates who are available.

2. they will let strong candidates meet the team and see the office

Letting strong candidates meet parts of the team can help make team members feel involved in the hiring process; they can also tell an employer right off the bat their team doesn't feel comfortable with the candidate. If an employer doesn't want a candidate to meet the team, that might be saying something. Giving a candidate a tour of the office can help them imagine working with a company and will give them the opportunity to judge if the atmosphere they’ll be asked to work it is really for them.

3. they're curious about the long-term goals of candidates

More and more, workers are looking for employers who have values that support or run parallel to their life goals and values. When an employer is looking to hire, it should be about more than a question of whether can they do the job, but whether they will thrive and grow in the position. Broad but important questions like “Where would you like to be five years from now?” might seem difficult to answer and to some unfair, but a hiring manager is honestly trying to gauge what a candidates goals and dreams are. 

4. quick turnaround between offers and interviews

Interviewing a strong candidate and hiring are two different things. Companies have procedures to follow regarding onboarding and recruitment. Sometimes this can take months; and in that case, they often lose the strongest employees to their competitors.

The quicker an employer can conduct their due diligence and make an offer, the greater the likelihood they’ll get their first choice. if they can't make an offer quickly, they are upfront with their candidates about the recruitment process, what it entails and how long it can take. If the candidate really wants the job, it will be worth the wait.

5. they ask questions based on interview responses

When interviewing candidates, it is important to listen to them. This sounds simple, but when a decision has already been made and a role has already been filled attentions and can wane. Think of interviews as opportunities to ask someone any question. It is like a free outside consultation. Everyone’s time is valuable all side during an interview should make the most of each other's. 

6. most of all, they make informed respectable offers

Finding a balance between what a candidate would like and what a company can afford is a matter of respecting the candidate’s skills and the potential value they’ll bring to a department or role. The whole compensation plan comes into focus, what are the benefits provided? How much vacation time is being offered and of course what is their requested salary range? If there isn’t as much room on salary, but there is flexibility on vacation time, or maybe a higher valued job title great employers will provide candidates offers that excite them and will make them feel respected.

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