Anyone with experience of working in talent management knows that burnout is a real thing and not a myth. With almost all interviews now taking place remotely this can be extremely draining with back-to-back interviews all day. Whether you have partnered with a recruitment agency or have taken the decision to use your internal hiring team, it is important to stay on the ball and be able to think clearly when making the important final hiring decision for your business. Our specialist recruiters at 24 Seven have put together a few tips to make sure you stay sharp and avoid burnout when looking for you next freelance or full time hire for your company.
LET THE CANDIDATE DO MOST OF THE TALKING
The simplest way to avoid burnout when taking interviews is to try and reduce the amount of time that you are speaking during the interview itself. Your job in the interview is to ask the candidate questions and let the candidate do most of the talking, speaking less will save your energy, and will allow the candidate more time to let you know about their skills, motivations and work ethic, the more insight you get from the candidate the better-informed decision you can make if they are suitable for the position. Speaking less also avoids you asking any leading questions in the interview process and prevents you succumbing to similarity bias.
STRUCTURE YOUR INTERVIEW PROCESS
The best way to ensure a fair and consistent interview for multiple candidates is to try and stick to the same structure for the interview with the same set of questions. This will ensure whether it is you personally taking the interview or multiple team members you have consistent feedback to discuss applicants with your team when making the decision on which candidate to hire. Our recruiters also recommend implementing a scorecard system to help you keep track of each candidates interview performance.
BE SPECIFIC WITH THE SKILLS AND THE REQUIREMENTS ON THE JOB DESCRIPTION
One certain way to avoid burnout and frustration during the interview process is to ensure that you cut out any unnecessary applicants from your interview shortlist. If the job description advertising the position is not detailed and specific enough with the skills and experience you require the candidate to possess, you may find yourself spending time interviewing candidates that are not even suitable to perform the role to a high standard. This seems like an obvious tip, but you would be surprised how many job descriptions can be vague or ambiguous with the skills the candidate needs.
If you need any help taking interviews, putting together interview questions or writing a detailed job description please get in contact with one of our specialist recruitment consultants to assist you with your search for a new hire.