You may have seen the recent press about a graduate being asked to dance at their interview for a role at Currys (to Daft Punk, in case you are wondering!) http://www.bbc.co.uk/news/uk-wales-23972952
The graduate was rightly surprised by the request and felt very uncomfortable. There has been various comment on the back of this event about employers seeking to make the interview process more fun and to be innovative in how they recruit. I am sure Currys want to be see as innovative & hire fun people in a customer facing role, but is this the way to go about it?
Dancing graduates may show their have confidence (not to mention little or no shame!) but will it really give you an insight into their passion for customers and your products & services? Getting good people is key for any organisation and how you engage with them before they start with you will play a key part in the calibre of those you hire.
This then got me thinking about some ideas on the recruitment process for graduates and how to do it well.
Interviewing is a two way street and no matter how tough the job market is, alienating candidates through the process risks not just losing good candidates (the graduate in question turned down an offer for another interview with said retailer) but causing a lot of damage to your brand.
The whole purpose of a selection process is not for it to be ‘fun’ nor for it to be ‘innovative’ – those might be nice extras but not the focus when designing how companies bring great people into their business. It is for recruiting organisations to find the right talent, AND for the applicants to find the right role for them.
So what would just some of my tips be?
1. Employers should have a selection process that reflects the culture of the organisation and gives the candidates the best chance to show their natural abilities, talents, behaviours and attitude and how that links to what is needed to achieve in the role.
2. Worth also giving thought to how you reject applicants. Don’t just email them ‘thanks but no thanks’ and ‘wish them luck in the future’! Instead offer them some tips or advice for their future job hunting. If you are going to take the time contact them and say ‘no’, there is an opportunity to do it more usefully for the applicant. It can be standardised advice so take no extra time.
3. When inviting them to interviews give them some tips and advice so they can prepare as best as possible – even if it is to say that they should take the time to prepare!
4. Make the selection process a learning experience for the candidate, where they learn more about the business and the role, which ideally will lead them to wanting to work for you more. So for Currys they could have applicants spend 15 minutes just walking around their store before the interview and then feedback what they saw, with comments and suggestions, that in itself would lead to a good, useful & relevant discussion for both interviewer and interviewee.
5. Stop obsessing about how to make interviewing ‘fun’, because let’s face it on the whole it is not fun for the applicant nor do they expect it to be. They take their job hunting seriously (more so than ever) and expect it to be demanding (but fair). So provide opportunities for the candidates to get a feel for the culture of the business, by meeting others in the team for example. Graduates, we know from feedback from them, are fully aware that the world of work is not easy and not all fun, so don’t try and pretend it is – show them how it is, what I call being ‘positive but honest’!
6. My final comment would be that there are many opportunities for recruiting organisations to themselves stand out to applicants and thus increase the quality of hires, through ‘moments of connection’. These are opportunities to show the human side of the organisation and connect with the applicant making them feel like an individual, not just someone to be ‘processed’ or go through a series of selection activities.
So if you want to be innovative find ways to ‘connect’ with your applicants as far too many organisations just process them like numbers. Those who do not, and create ways of recruiting people that reflects the organisation, makes it is learning experience for recruiter and candidates alike, and truly ‘connect’ with their applicants will be taking another step to ensuring great & relevant talent join the organisation.