Candidate experience 10 tips for attracting talent during interviews

Search for meaning, work-life balance, flexibility, values…: candidates’ expectations have evolved significantly in recent years. Beyond requirements regarding the duties of the desired position, talented people need to see themselves in the company. And for some in-demand profiles, competition is so fierce that companies must now convince candidates to join them. Therefore, to attract the best talent, working on the candidate experience is essential, and this starts with the job interview. Discover how to make a good impression on your candidates and capture their attention.

1. Prepare for the interview

Like the candidates, you also need to complete a few tasks before the interview. First, it may seem obvious, but read the candidate’s CV carefully to note all the key points you would like to cover. In addition, don’t hesitate to consult their LinkedIn profile  Recommendations from former colleagues, details on specific projects, published articles o, and posts can give you an idea of ​​their interests and network. Beyond better understanding their personality and skills, you will also be able to personalize the interview more, which can be perceived positively by the candidate.

2. Prefer face-to-face operational interviews

Flexibility, time, and resource savings… The benefits of remote interviews are well-established, both for candidates and for companies. However, if you are their potential future manager or colleague, it may be worth organizing the interview in person. And for good reason: 77% of candidates prefer face-to-face interviews for meeting operational staff.

3. Pay attention to the reception and the chosen location

Are you opting for an in-person interview? Everything starts at the reception. Also, make sure you have given the instructions to best prepare for the candidate’s arrival (badge, reception, security, etc.). A smiling and welcoming team helps reduce stress and puts them at ease. As for the meeting location, choose a room or relaxation area that gives the candidate a positive first impression: away from noise and traffic, airy and bright preferably.

4. Adopt a caring attitude

For candidates, job interviews can generate a high level of stress. Therefore, to get the best out of the candidate, it is important to establish a climate of trust from the very beginning of the meeting. A smile, a warm handshake, a few words “off the record” to break the ice, a coffee or a glass of water…: all signals that indicate to the candidate that you are not there to judge them but to truly confirm their suitability for the position.

5. Adopt clear communication and invite exchange

Throughout the interview, the recruiter must ensure that the candidate understands the questions and their purpose . It is recommended to avoid company jargon that could cause misunderstandings or confusion. Throughout the interview, do not hesitate to regularly invite the candidate to intervene. hHeexchange must be reciprocal and it is important to encourage your interviewer to ask questions, both to check their understanding of the position and your needs, and to assess their analytical skill .

6 Be transparent about salary

More than one in two candidates today believe that the salary package is not discussed or detailed enough during the recruitment process *. This lack of transparency sometimes leads to real disappointment on the candidate’s part when the final offer is received and to a rejection of the job offer. To avoid this pitfall, it is crucial that all the components of the salary package can be discussed without taboo and as simply as possible.

7. Detail the work environment and company values

Search for meaning, life balance, and caring management, … Today, more than ever, candidates are looking for professional fulfillment. However, a majority of them deplore a lack of information about the culture and work environment during the recruitment process. Also, beyond the expected missions for the position, be exhaustive about the internal resources and tools, training opportunities, the schedule of a typical day, the team and how it operates, the expected relationships with the various interlocutors, the policy in terms of flexibility (hours, teleworking, leave, …), without forgetting to describe the societal and environmental values ​​and commitments. Finally, do not hesitate to give him a quick tour of the premises, or even introduce him to the team.

8. Be careful of discriminatory questions

When you see the candidate off, do you ask them if they are married and have children? At the coffee machine, do you ask them about the origin of their first name? Or even during the interview, do you try to find out if they have a disability? All these questions, and generally all questions relating to the private sphere, whether asked in a formal or informal context, are prohibited because they constitute discrimination in hiring

What does the law say?  Labour Code states that ” The information requested, in whatever form, from a job applicant may only be to assess ability to perform the proposed job or their professional skills. This information must have a direct and necessary link with the proposed job or with the assessment of professional skills.

9. End on a positive note and give visibility

At the end of the interview, it is important to ask the candidate if they have any questions to make sure everything is clear on their end. Also, don’t forget to thank them for their time. Finally, don’t let them leave without giving them visibility on what’s next  What are the next steps in the process? Which contact(s) do they still need to meet? How soon do you think you’ll be able to get back to them? 79% of job seekers are going through several recruitment processes in parallel*.T his visibility will be greatly appreciated.

10. What next? Don’t “ghost” and be responsive!

The candidate was not selected? Don’t leave them without news! Take the time to give them feedback: 82% of candidates feel they do not receive enough feedback following a recruitment interview *. This is not only a mark of respect, but it is also a very important element in preserving your empemployer’sand. And for good reason, the majority of candidates share their negative experiences with their network but also on rating sites like Indeed or Glassdoor. In the ruthless world of e-reputation, these are almost indelible traces for your image and detrimental to your future recruitments: 50% of candidates consult online reviews from colleagues before an interview.