It has been commonplace to interview candidates, grilling them with questions to ensure they are the best fit for the job opening your company has available. But as the talent landscape has changed over time, the tables turning to candidates being the ones in the driver’s seats, systemic issues persist when our hiring processes don’t adapt with the changing landscape.

Today, the interview process still focuses on the candidate’s fit for the position, rather than showing people what career path the company can provide. Candidates need to visualize their career trajectory for the next year and beyond if you want them to be retained as an employee for a decent timeline.

The interview process can set recruiters up for failure when it comes time for a candidate to accept or decline the offer. A ‘just ok’ interview phase can be the deciding factor between ‘yes, I’ll take the job’ or ‘no, I’m moving on to the next company.’

HOW TO MAKE SURE YOUR CLEARED CANDIDATE ACCEPTS YOUR OFFER

Managing what you as the recruiter, and what the hiring manager dwells on in the interview is key to setting a good impression – especially in contracting where the environment seems ever-changing or volatile year after year. Here are a few critical tips to making sure your candidate will accept the offer.

  1. Focus on the individual candidate and what their future will look like, where their position may lead them within the company, or what career mobility options are available.
  2. Remove unnecessary steps before, during and after the interview steps. Is a personality test absolutely necessary? Is an interview panel or multiple rounds of interviews excessive for the position?
  3. During the interview phase, ask about what personally motivates the candidate – at work and outside this sphere. Tailor your offer or job description to adjust to the final candidate’s goals, either on compensation, a career mobility plan or their wish to learn a new skillset.
  4. Make the new candidate feel at home before they even sign the offer. While being sensitive to personal information, if they disclose certain information about their identity during the interview process, have the leader of an employee resource group that relates to them make a phone call to welcome them to interviewing with your company or questions they may have on inclusivity, community or belonging with the culture of the company.
  5. Talk about what it may be like after they sign offer and what HR will do in terms of onboarding and layout the plan. ClearanceJobs recommends onboarding for a year, so make sure the candidate understands the clear steps that will be taken for them to feel supported after they sign the offer.

THE CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.

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Katie Helbling is a marketing fanatic that enjoys anything digital, communications, promotions & events. She has 10+ years in the DoD supporting multiple contractors with recruitment strategy, staffing augmentation, marketing, & communications. Favorite type of beer: IPA. Fave hike: the Grouse Grind, Vancouver, BC. Fave social platform: ClearanceJobs! 🇺🇸