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The hiring process

A job interview is primarily regarded as an opportunity for an employer to assess a candidate’s suitability for a role. But – at the same time – how the process is managed is likely to impact an interviewee’s opinion of the organisation and vacancy concerned.

Job interviews are a crucial part of the recruitment process. They provide employers with an opportunity to assess the personality of a job seeker, their ability to articulate their CV in detail and generally how they engage with other people.

Download the research paper here.

For job seekers, it gives them a chance to impress hiring managers. But it also offers them an opportunity to form opinions of what it’s really like to work for the business they are being assessed by.

The route to hire can influence a decision to accept a job offer

In the latest research into meeting candidate demands through a job offer, we explore aspects of the hiring process and how it determines a candidates decision to accept a job offer. Specifically, we seek to highlight common job seeker preferences and identify how employers are falling short by comparison.

The research highlighted that 74% of UK professionals consider the job interview process essential  , with applicants seeing a job interview as a key opportunity to assess the role and company concerned. Put simply, a poor interview experience can lead to an individual turning down a job offer.

From an employer’s perspective, the job interview process represents an opportunity to promote a positive representation of the company brand, irrespective of whether the candidate is successful in his or her application or not.

Getting the hiring process right

Those involved in the hiring process need to be just as attentive and engaged as the candidates being interviewed.

An overwhelming 76% of candidates believe the interview process should be no more than two stages, with 74% of respondents saying they would turn down a job offer if they experienced a ‘bad’ interview process.

46% of candidates stated that following final interviews, the recruitment process wasn’t clearly communicated or explained. Candidates recognise this as the employer not valuing potential employees enough to ensure the hiring process runs smoothly, a key reason why some candidates would turn down a job offering.

Research covers:

  • Tailoring the job offer to meet candidate expectations
  • Understanding employees’ current career priorities
  • Retaining top talent
  • Getting the hiring process right

Key Findings:

  • Being valued within a company (25%) and work-life balance (17%) are considered the main career priorities
  • After five years, being valued (35%) becomes even more important to employees
  • Only 9% of professionals state that securing a substantial pay rise is a key career priority
  • In contrast, organisations believe employees career priorities is led by salary & package (45%) and good progression opportunities (25%)
  • Only professionals within banking & financial services ranked obtaining a substantial pay rise as a key career priority (18%)
  • 40% of professionals stated that they would consider working in temporary, interim or contract job roles

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