Why Your Interview Process Might Be Costing You Top Talent
By Beth Gault
As a specialist recruiter in the accountancy practice market, I work closely with firms across Northern Ireland to help them secure high-quality talent in what is an incredibly tight market. Candidate movement within practice is typically minimal – and when strong individuals do decide to explore new opportunities, they are often snapped up quickly.
Despite this, I still see firms missing out on excellent candidates due to slow or overly formal recruitment & interview processes.
Speed Matters
When we send over a CV, it is because we have already screened, vetted, & spoken with the candidate at length. We know they’re worth flagging- and by the time their profile reaches your desk, it’s likely reached your competitors’ too.
Waiting two weeks or longer to arrange an interview often means you’re no longer in the running.
Once a candidate decides they’re ready to explore a move & gives us the go-ahead to represent them, they’re fully engaged in the process. If you take twice as long to get them in for an interview, they’re far more likely to accept the offer that lands first- even if your opportunity is stronger in the long run.
Rethink the Formality
While structured interviews and competency-based questions have their place, it’s worth asking: what kind of impression are you leaving?
I’ve had countless candidates tell me they were put off by interviews that felt overly formal, robotic, or rigid. In contrast, many respond far better to a relaxed, conversational approach that gives them space to explain their experience & potential in their own words. It also allows their personality to come through- giving you a better sense of whether they’ll be a strong cultural fit!
Think about it: if you’re a candidate with a sought-after skill set, & you’ve just had two interviews – one formal, one-sided, & competency-based; the other relaxed, informative, & engaging – which opportunity are you more likely to pursue?
The Fix is Simple
- Streamline your process. One or two interview stages is plenty for most roles.
- Move quickly. Aim to review CVs & book interviews within a few days – not weeks!
- Be approachable. Let your interview style reflect the culture you want to promote.
- Lean on your recruiter. We know your market and we can help you land the right people – but we need a responsive partner on your side of the table.
Final Thought
The best candidates have options – and they’re evaluating you just as much as you’re evaluating them! A quick, engaging, and human hiring process can be the difference between securing top talent or starting the search all over again.
Candidate experience is everything.
Need help refining your recruitment approach? Let’s chat.
E: beth@artemis-humancapital.com
T: 028 9279 0920