The Perfect Interview Process

The interview process is crucial in securing the best talent, especially in the competitive IT and digital sectors. Yet, many companies unintentionally lose out on great candidates.

Why you might be missing out on your ideal candidate

The interview process is crucial in securing the best talent, especially in the competitive IT and digital sectors. Yet, many companies unintentionally lose out on great candidates due to inefficient or disengaging interviews. This article explores common interview pitfalls and offers practical strategies to refine your approach, helping you win over the ideal candidate before your competitors do. Throughout the article, we’ll hear from our recruitment consultants, who will share real-world examples of how their clients have successfully improved their interview processes.

Preparation

Ahead of an interview with your company, a candidate should have all the information they need to feel comfortable, allow them to prepare to the best of their ability and to ensure that both parties get as much out of the meeting as possible. This is where, if you’re working with a recruitment agency, they need to be able to brief their candidates as well as your internal talent acquisition team would.

Some of the basics include:

Directions, parking and instructions upon arrival – make it simple! Provide google maps links, images and clear instructions for your candidate so they can plan their journey and kick off their interview in a calm, confident manner.
Dress code – being under or overdressed can instantly have you feeling on edge and can create the wrong impression. This doesn’t need to be the case.
Who will they be meeting – This means everyone! Send out names and perhaps links to their LinkedIn profiles / social media – let the candidates get an insight into who they will be meeting.
What will the interview involve – This means structure, types of questions, the individuals involved, will it be video / on-site, will there be a presentation element, when should they ask their questions etc. Don’t leave anything to chance.
How long will it last – simple, yes. But sometimes overlooked. If an interview might run long because that’s what happens when things go well, then let your candidate know. They can pay for appropriate amounts of parking, ensure their day is scheduled correct and not let any unwanted stress impact their performance.
What resources should they use to prepare – a simple link to the company’s website and a job specification are likely not enough. Are there example questions they could practice? Perhaps news articles or case studies about recent projects to give a better understanding of the business. Every little helps.

Create a Welcoming Environment

The tone of an interview can make or break a candidate’s perception of your company.

Common Issue: A purely transactional interview style often alienates candidates, especially in tech where culture is important. Additionally, 72% of candidates share bad experiences with their networks, which can tarnish your employer brand.
Solution: Balance formality with informal interactions. Introduce casual conversations, engage candidates with a tour or office visit, and offer opportunities to interact with the team. This makes candidates feel connected to your company’s culture and values.

Showcase Your Employer Brand

Your interview process should highlight why your company is a great place to work, beyond just salary.

Common Issue: Many companies overlook promoting their culture, benefits, and commitment to employee growth during interviews. 82% of candidates consider employer brand before applying.
Solution: Incorporate discussions on professional development opportunities, perks (such as HIVE days or learning budgets), and how your company invests in its people. Showing candidates that they can grow with you creates a strong, lasting impression.

Keep the Process Efficient and Transparent

Time is of the essence, especially when top candidates are fielding multiple offers.

Common Issue: Prolonged interview processes with more than three stages can lead to candidate disengagement. More than 50% of candidates abandon recruitment processes due to poor communication or excessively lengthy timelines.
Solution: Structure your interview process for efficiency. For most roles, two stages are often enough: an initial technical or competency-based assessment followed by a final cultural fit interview. For more senior or technical roles, three stages might be necessary. Beyond that, candidates may lose interest, especially in the highly competitive UK tech market.

Ideally, an interview process should be completed in 2-3 stages to avoid frustrating candidates. Anything longer can feel like a chore and increase the risk of drop-outs.

When conducting their interview process one particular Managed Servcie Provider (MSP) client will always make candidates aware of all stages what to expect in terms of communication and how that will come – either directly or through myself, who they should be hearing back from and when. They also make sure candidates know of simple things such as annual leave and its impact on a process and what they have done to mitigate the problem.

They give such an open level of communication that it gives candidates trust in the business. Very often candidates who have negative communication experiences reference that if it’s like this in an interview scenario, when they join the business, it will be much worse!

Harvey Chawner - Lead Consultant

Create Engaging Technical Assessments

When hiring managers insist on technical assessments, it’s critical to conduct them in the right way.

Common Issue: Sending candidates home with a task can lead to disengagement and an increased likelihood of them dropping out of the process. In fact, 92% of candidates drop off during the application process if it’s overly complex or time-consuming.
Solution: Opt for more interactive alternatives like paired programming tasks, live technical exercises, and guaranteed debrief sessions. This approach keeps candidates engaged and makes them feel part of your team from the outset.

One of my clients recently, following consultation and feedback from candidates who had completed the process, decided to alter the process and take out the formal technical task in favour of a conversational approach to the same questions.

This allowed for a far more communicative approach and gave the hiring manager the chance to hear the tone and approach of the candidates rather than just the end product. This often results in a more tangible conversation that gave them a much better understanding of the individual.

Jay Thames - Senior Consultant

Provide Timely and Constructive Feedback

Feedback is not just a courtesy—it’s a crucial part of the candidate experience.

Common Issue: Candidates often leave interviews without receiving feedback or follow-ups, making them feel undervalued. Given that more than a third of candidates are more likely to accept a job offer after a positive experience, timely feedback is vital to keeping them engaged.
Solution: Ensure feedback is provided promptly, even if it’s negative. Thank the candidate for their time and effort, and offer suggestions for improvement. This demonstrates professionalism and respect, which can enhance your employer brand.

The Importance of Office Visits and Culture Insight

While remote interviews are convenient, office visits can leave a lasting impression.

Common Issue: Relying solely on virtual interviews can prevent candidates from truly experiencing your company culture. 75% of candidates say a positive experience is important for employer recommendations.
Solution: Incorporate an optional office visit or virtual tour, allowing candidates to get a feel for the environment and meet the team in person. This personal touch helps your company stand out from competitors with purely remote processes.

If you run anything but a hybrid working environment, then at some point you're going to be expecting your new hire to work from your offices. Conducting the whole interview process via video might mean they never see that space, meet the wider team, experience the commute etc. before joining.

That's not ideal! If you're working in a hybrid environment then you're placing an emphasis on that environment being important for the culture and performance of your team - so show it off! Make time for your potential future employees to experience it - give them a tour and allow them to meet some of their future team members face to face if everything is going well.

The level of success you experience securing your chosen candidates will increase.

Alex Pitts - Associate Director

Keep in Touch After the Offer

The interview process doesn’t end with an accepted offer.

Common Issue: After an offer is accepted, many companies lose touch during the notice period, risking candidates being swayed by counteroffers. With candidates often walking away from offers they’ve accepted when this happens, keeping them engaged is essential.
Solution: Keep candidates engaged by checking in with them regularly before their start date. Share a detailed onboarding plan, introduce them to team members, or invite them to company socials. This ongoing communication reduces the risk of losing top talent to competitors.

Conclusion

A successful interview process goes beyond assessing technical skills—it’s about creating a positive candidate experience that aligns with your company’s culture and values. By keeping the process streamlined, transparent, and engaging, you not only attract top talent but also enhance your employer brand in the eyes of the candidates. In today’s competitive UK tech market, every detail counts. Make sure your interview process stands out for all the right reasons.