Instead of asking candidates for their freetime, when scheduling an interview you should give a specific timeline. This will avoid wasting time for both parties and show effectively professionalism of the business.
In this article, Faro will share with you 6 considered things when scheduling an interview.
Firstly, you need to consider the 1-day timeframes. At each hour, people's reactions and moods will also change. For example, the time of 4 pm is when everyone is sluggish and tired, so it will be difficult to reach their full potential. Or interviewing on Monday morning also should avoid. After a meeting with your boss, are you sure your mood at that time is calm enough to shrewdly talk and evaluate the candidate?
Therefore, balance the time of day and arrange it properly. This will be good for both you and the candidate.
Faro's advice, you should schedule candidates in the time frames from 9:30 am to 10:30 am, which is the "golden" time.
Once you have determined the time of day, you need to choose the appropriate date. As mentioned before, you should avoid Monday and Friday and set plans for midweek days (from Tuesday to Thursday). Absolutely, do not meet candidates on Saturdays or holidays. No one would be happy with work during their leisure time, right?
Spend more time on the interview
According to the survey, an average interview will take about 30-40 minutes and sometimes, it will be up to 60 minutes or more.
Therefore, when scheduling interviews, you should set aside extra time. For example, instead of setting a 30-minute schedule for a candidate, you should extend it to 40-50 minutes. This is the blank period to avoid interviews to stack up. Furthermore, this is also a perfect time to discuss more if you meet a suitable candidate.
Of course, do not stare at the clock during the exchange. It both reflects your unprofessional style and makes the candidate feel disrespected.
Number of applicants
Don't schedule interviews with too many candidates on the same day. Please arrange from 2 to 3 candidates. To avoid wasting time for both, you should also screen carefully to choose the most suitable candidate.
Instead of inviting them to the office first, you should have a short conversation over the phone, which help grasp the candidate's preliminary information as well as the their expectation, thereby assessing the suitability for the company.
In case you meet potential candidates, you can invite them to participate in a face-to-face interview.
Normally, human resource managers will not fully understand the specifics of each position. Therefore, if HR alone interview, it can be difficult to make a decision. At this time, they should coordinate with managers from relevant departments, which will help quickly and accurately make all decisions.
Don't just think about the candidate and forget about your own schedule. Consider your own work from there, giving an appropriate interview time to avoid affecting other work items.
As 6 things metioned, you should consider before scheduling an interview for the company's vacancies. For corporations and companies with thousands of employees, recruitment will face many inadequacies. To avoid affecting the overall progress, many units find another option, outsource recruitment services. With the development of the current "top headhunter in Vietnam" industry, quickly getting the right candidate is within reach.