Fast interviews are great until people don't know what they bought
There's no set rule but there is an easy fix...
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Last week, 4 of my colleagues made the same observation: some job seekers are leaving positions they started 6-12 months ago.
But NOT for the reasons you might think. š
Not because of pay.
Not because of a bad environment.
Not because of a lack of growth.
šBecause they had a hard time assessing positions via Zoom during a fast interview process.
I know, I know. This goes against the āmove as fast as possible if you want to hire in this marketā narrative. One that Iāve pushedā¦and still firmly believe in.
But you canāt operate in absolutes. Thereās always caveats. Every job, company, and (most importantly) person is different.
The old world of interviews, i.e. stretch this sh*t out as long as you want when youāre in an employerās market, wonāt work.
But it did have one big upside: people had time to reflect. You think differently about a conversation after a few days than you did after a few hours.
Not to mention meeting people in person had an element you canāt replicate over Zoom. Not your 1:1 interview, but the interactions you saw employees have with each other.
Seeing that āvibeā is lost.
Some situations require speed (e.g. high demand or high volume skill sets). Others require more time to reflect (e.g. leadership hires, positions you donāt hire regularly, etc.)
But how do you know what the candidate wants?š¤
Thatās the easy part: ask them!
šRecruiters: ask candidates how many people they want to meet. And how fast they want it all to move.
Not just at the beginning, but throughout the process. Make sure they feel comfortable they had enough time to evaluate properly.
You might save yourself a lot of turnover.
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