Recruitment looks very different now than it did a few years ago. The post pandemic world has reshaped recruitment practices and forward-thinking organisations have pivoted from traditional recruitment methods to a new approach that has led to a reformation of the interview process.

In what ways has the interview process changed for employers?

The shift to virtual interviewing

Pre-pandemic, the average job interview was conducted face-to-face, post-pandemic it is now carried out by video-call. The pandemic caused a seismic shift in how recruitment practices are conducted, with one of the biggest changes being the move to virtual interviews. This was a challenging adjustment for many organisations who were accustomed to carrying out interviews face to face.

According to StandOut CV, there has been a 57% increase in the use of video interviews from 2019 – 2022. It’s evident that organisations have acknowledged the advantages of virtual interviews, some of which are cost and time savings, an accelerated hiring process, and greater scheduling flexibility and availability. Furthermore, a virtual interview process enables employers to engage a global talent pool. And with more than half of employers saying they will continue to use video interviews in a post pandemic world, it looks like virtual interviewing is here to stay.

Employer questions have changed

Areas of interest have changed for employers, who now view the ability to work efficiently and autonomously from home as a valued skill for example. Teleworking is more challenging for some people than others, so hiring managers are keen to understand how interviewees have adapted to a work from home environment and how effectively they collaborate when working flexibly.

There is now a greater focus on resilience and adaptability, with questions such as:

• What measures did you take to improve your skills and learning during the pandemic?
• How did you manage any pressure you were under during Covid?
• Do you find it easy adapting to different work environments?
• Tell me about a time when you had to learn a new process at work and what steps did you take to accelerate the learning curve?
• How do you respond to and manage the challenges of a new role?
• Tell me about a time when you were asked to do something outside your job description and how you handled this
• How do you feel about working from the office full or part time?
• How confident are you collaborating and developing relationships with co-workers virtually?
• What methods do you use to communicate effectively with a remote team?
• What tools and equipment do you utilise to help you carry out your job efficiently and professionally from home?

Interviewing in a candidate-led market

The number of vacancies available now outweigh the number of people who are searching for employment, which in turn has created a highly competitive market with organisations battling it out to recruit the best candidates. In a candidate led market, high quality candidates hold the power.

How has a candidate-led market affected the interview process?

The need for speed

According to StandOut CV, ‘The average interview process in the UK takes 27.5 days to complete’. Delays in the recruitment process are causing candidates to drop out, so to secure the best talent, hiring managers need to accelerate the decision-making process.

Quality candidates are receiving multiple job offers, and considering it takes on average 3 weeks for an official job offer to be made in writing, businesses are risking desirable candidates slipping through the net.

Fast action increases the candidate’s confidence and chances of them accepting the offer.

The interview plays a major role in the candidate’s decision-making process

In the current recruitment climate, businesses are under as much pressure to sell the company, position and culture to the interviewee as the interviewee is to sell themselves. Hiring managers need to market the company and strive to make their brand sound as attractive as possible. Their preparation and knowledge will impact on how the business is represented in the interview.

Candidates are looking for the best possible opportunity and their decisions aren’t just financially led, they want to know that their next step is the right one.

The need for simplicity

Candidates now have higher volumes of interview opportunities available to them, so they are less likely to stick out a complicated interview process. If too much effort is required, for example if there are too many stages, too many people to meet, too many tests or if there is substantial travel or paperwork involved, there’s a higher chance of them walking away.

Thus, employers are being forced to simplify their interview process because everything they do is a reflection of their brand in the eyes of candidates. This may involve developing a manageable and user-friendly procedure, taking advantage of video calls, being clear about their requirements and ensuring clear communication with candidates before, during and after the interview process.

The benefits of partnering with a specialist recruiter such as CY Partners to secure your next hire

Recruiting the perfect candidate can be like looking for a needle in a haystack, it’s a time-consuming and labour-intensive process. This is where an expert recruiter like CY Partners can help. Partnering with us makes the entire hiring process simple and stress-free, giving you time to focus on other elements of your role.

Here are just some of the measures we take to make the interview process quick and seamless for you:

• As an established scientific recruitment consultancy, we have a wide range of capable candidates on our books. So we do the hard work for you, by compiling a shortlist of the best-matched candidates we think you should interview. We consult our detailed databases and draw on our extensive network of contacts to present a tailored selection of professionals for you to consider.
• Your dedicated consultant will organise interview times and ensure that each candidate has the appropriate right to work permissions and is fully briefed on your requirements.

• Following the interview, we help by delivering constructive feedback to the candidate, or by facilitating an offer letter and ensuring the candidate is ready to go in their new role.

• A business’ requirements can often be specific and difficult to find. This is where our industry expertise and market knowledge prove valuable. We take the time to fully understand the qualities and attributes required for someone to be a good fit for your company, which in turn speeds up the interview process.

Can we help you recruit your next scientific role? Get in touch with one of our specialist consultants today.