Hold Evening and Off-Time Interviews
Dr. John Sullivan
Managers often wonder why they have a hard time landing the best candidates. One of the biggest reasons is that delays, caused by the difficulty in finding convenient times when both parties are available for interviews, cause a good number of the top candidates to drop out of the hiring process.
Cutting Interview Delays With Night and Weekend Interviews
Scheduling interviews is difficult and time-consuming, especially for currently employed candidates who have difficulty in finding the time to leave their current job for an interview. Employees hate to sneak around and "lie" to their current boss (about why they are leaving early) in order to participate in an interview. Hiring managers are also busy, and they too have difficulty in finding time to interview. One tool that can help with both of these scheduling problems is to hold some interviews at night and on weekends.
Storeowners and customer service people have long known that extended hours (outside the 8 a.m.–5 p.m. norm) can dramatically increase attendance. The same is true for interviews. You want to hire the best people, but because they are good at what they do, they are often the busiest and the hardest to schedule. If you want to attract them you need to be flexible, and you must work around their current job and time constraints. If you, as a manager can allocate some after hours or weekend time to interviewing, you can dramatically increase the number and the quality of the candidates you interview.
Advantages of Non-Peak Interviews
Non-peak interviews have several advantages, including:
Increased interview attendance by employed people who can't normally get away from their current job
Reduced last-minute cancellations by both candidates and managers due to last-minute work conflicts
More time for the interview, because there's no rush to return to work
A different approach makes you stand out uniquely among competitors. It also makes you appear flexible to outside people (even to those who don't apply).
Because there is more parking and less traffic after hours, you can increase the number of candidates you attract.
Fewer interruptions by the staff of a harried manager
Increased diversity of interviewees, because one parent can provide child care while the other interviews. Also, low income people who cannot afford to miss a day of work are more likely to attend interviews.
Possible Action Steps For Off-Hour Interviews
Place notices of the availability of after hours interviews in ads, job descriptions, and on websites.
Place a sign near the application forms informing potential applicants of the available interview hours.
Set aside two weeknights and one Saturday per month for interviews
Track the quality, diversity, and quantity of hires as a result of after hours interviews.
Recognize and reward managers who offer off-hour interviews
Consider holding the interviews in suburban or other convenient locations (like at the mall or a hotel).
Offer the off-hour "slots" first to the most qualified candidates
Also consider guaranteeing interviews to all applicants (to alleviate the fear of rejection some potential applicants have of not even getting called for an interview).
Schedule HR people to attend, so same-day offers can be made for the top candidates.
Consider interviewing for jobs even where there is no current opening in order to "pre-qualify" top talent.
Hiring can be one of the least customer friendly processes in HR. Instead of ignoring the difficulty of interview scheduling, smart managers can take advantage of the shortsightedness of others and provide off-hours interviewing. You will find that the candidates appreciate the gesture and that you (as a manager) are rewarded with better hires and a positive ROI!
- 10 Reasons to Hire Vets
- Hire Older Workers
- Improving Candidate Quality
- Sourcing 101
- Sourcing Candidates Well
- Tips for Building Employment-Related Websites
- U.S. Employ of People with Disabilities: Free Workshops
- Virtual College Recruiting
- 10 Commandments of Recruiting
- 5 Keys to Successful Hiring
- 7 Tips for Successful Phone Interviews
- Behavioral Interviewing Basics
- Contrary Evidence Questions
- Interview Questions: Do's and Don'ts
- Interviewing Opening and Closing Remarks
- Interviews: Common Weaknesses
- Mistakes Amateur Interviewers Make
- Phone Screen Interview Mistakes
- Probing Techniques Explained
- Screening Interviewing: Top 10 Red Flags
- Strengthen the Validity of Your Interviews
- Telephone Interviews: Basics
- Ten Bad Listening Habits of Interviewers
- Types of Interviews
- Typical Probes and Follow up Questions
- What Do Interviewers Need to Know to be Effective?
Interviewing Best Practices
- 7 Keys to Effective Selection Interviews
- A Closer Look at Behavior-Based Interviewing
- Advantages / Disadvantages of Interviewing
- Applying Core Competencies to Selection Interviews
- Are You Really a Behavior-Based Interviewer?
- Assessing Speaking and Listening Skills
- Best Practices in Interviewing Candidates
- Deadly Interview Mistakes
- Death by Interview
- Ensure Hiring Success in Every Situation
- Executive Assessment Should Be Mandatory
- Generational Interviewing
- Hiring Interview + Strategic Applicant Management
- Hold Evening and Off-Time Interviews
- How to Interview a Top Performer
- Improve your Interviewing Techniques
- Interview Questions to Assess Soft Skills
- Interviewing for Ethics
- Interviewing Millennials
- Interviewing: Business or Psychology
- Metrics Interview
- Peeling Back the Onion
- The Positives of Panel Interviews
- Time for Candidate Advocacy?
- Tips for Conducting Successful Interviews
- Two Critical Interviewing Questions
Laws & Documentation
- Applicant Reference Release
- At Will Employment Release
- Avoid Negligent Hiring Mistakes
- Employee Referral Program Metrics
- Fair Labor Standards Act Information
- Four Interview Questions Never to Ask
- Giving Employee References
- Hiring Compliance Guidelines
- Hiring for Small Business
- Interviewing People with Disabilities
- Job Denial Letter
- Legal Issues in Interviewing
- Minimize Employment Risks: Document
- SAMPLE Employment Policy
- SAMPLE Letter: Educational Records Check
- SAMPLE Letter: Reference Check
- Ten Safe Hiring Tools
- What is Negligent Hiring
Line Manager / Recruiting Partnership
- Defending Candidates to Hiring Managers
- Interlocking Core Competency Interviews
- Internal Application Process
- Making Internships Work for You
- Making the Case for Behavioral Interviewing
- Non-Traditional Merit Pay Alternatives
- OFCCP Definition of an Internet Applicant
- Why Managers Shouldn't Do Most Hiring
- Workforce Planning: Strategic Staffing Strategy
Pre-Planning & Retention
- Bonus or Incentive?
- Brand-Building on a Budget
- Build a First-Rate Hiring Process
- Closing the Deal
- Compensation Plans: An Overview
- Conducting an Exit Interview
- Good Hiring Starts with a Good Job Profile
- Improve the Quality of the Employment Function
- Interview Process Problems
- Interview the Job Before the Candidates
- Job Description Template-Link Pay to Performance
- Linking Pay to Company Performance
- Selecting and Using Salary Surveys
- Succession Planning
- Succession Planning: Identifying Top Performers
- Using a Pre-Interviewing Questionnaire
- Winning the War for Talent
- Worker Shortage by 2010: Preparation
Reading the Candidate
- Beware of Those Who Boast
- Blind Man's Bluff
- Decision, Decisions: Choosing the Better Applicant
- Detecting Deceit in Interviews
- Little White Lies on Resumes
- Suspend Judgment Until the Interview is Over
- College Recruiting Basics
- College Recruiting Essentials
- Cut Down on Interview No Shows
- Discouraging Low Quality Applicants
- Don't Hold Too Many Interviews
- Job Descriptions: Why are they Important?
- New Strategies for Screening Job Candidates
- Preventing Resume Overload with Questionnaires
- Resume Review Basics
- Test Validation Explained
- The Value of Person-Organization Fit
- Three Companies Cut Turnover with Tests
Recruiting Best Practices
- 25 Telltale Signs of the Wrong Candidate
- 5 Overlooked Ways to Hire Winners
- Asking the Right Recruitment Questions
- Attracting Your Competitor's Employees
- BPR.......for Recruiters!
- Candidate Engagement
- Cloud Recruiting
- Evaluate Your Capture Strategy
- Hiring Best Practices
- How Do You Attract and Retain the Best People?
- How to Attract Applicants to Undesirable Jobs
- How to Attract, Develop and Retain Best People
- How to Find and Keep Valued Employees
- Ignorance and the Human Condition
- Onboarding Success Secrets
- Secrets to Non-Profit Hiring
- Selecting Top Management Talent
- Semi-Active Candidates are Best Bets
- Six Core Selling Principles
- Skills Based Recruiting: When, not How
- Smart Choices: How to Hire the Best
- Strategy for Hiring the Best This Year
- The Uses and Misuses of Personality Tests
- Top 10 Employee Selection Mistakes & Solutions
- Treat Candidates with the Carbon Rule