A job interview is an opportunity for employers to evaluate potential staff members – ultimately determining whether the individual is suitable for the position.
However, this process is also an opportunity for job seekers to gauge their thoughts, feelings and attitudes about a specific role and the company.
Therefore, it is vital that employers ensure their recruitment process is effective, fair and appropriate.
According to research from recruitment company Robert Walters, two of the main factors that shape a person’s opinion of a company are the length of the recruitment process and the individuals in charge of conducting the job interviews.
The survey found that 79 per cent of professionals seeking employment were put-off by a lengthy recruitment process and 45 per cent had revoked their job application because of the person or persons in charge of the interviews.
Robert Walters’ Australia managing director James Nicholson said with skilled professionals in high demand employers could not afford to lose potential staff because of an ineffective recruitment process.
He commented: “Skills shortages are becoming apparent across a range of industries/professions and quality candidates often have multiple employment options to choose from.”
Kathie Kelly, BUSY At Work’s national recruitment manager, said employers looking for guidance should contact a professional consultant to discuss barriers with their recruitment process, position descriptions and ascertaining where the blocks are happening.
Mr Nicholson also added it was imperative that employers examine their recruitment process to ensure that it is clear, concise, effective and relevant.