Optimising the interview and selection process

Our head of recruitment Zachary Harris explains how to streamline each stage of the interview and selection process when recruiting for lab-based roles.

In our previous blog, we highlighted how the right questions can make your interviews more successful. While interviewing is a big part of recruiting for a new role, the work doesn’t stop once the interview is over. Optimising and streamlining each stage of the candidate selection process can provide serious benefits to your hiring strategy.

Why optimise?

Optimising and streamlining the selection process will ensure that you hire the right candidate whilst saving time and money. If you can cut down the timespan of your process, while making it as effective as possible, you reduce expenditure and fill vacancies quicker. Think about it: while your candidate is waiting around for the next stage with you, they will carry on their search and may receive an offer from one of your competitors. Therefore, it is often better to move quickly, without rushing or simplifying your decision making.

Start with a clear job description

The job description should be clear and detailed; a candidate should be able to tell exactly what the job entails and whether they would be a good fit. When writing the job description for a lab informatics role, make sure to list specific skills and requirements that are non-negotiable for you as an employer. For example, a job description for a lab informatics sales manager should state that applicants must demonstrate extensive knowledge of systems like LIMS, ELN, or SDMS – but if you think that your organisation would benefit from having someone with a laboratory background in this role, include this as a requirement.

A Glassdoor survey revealed that 61% of employees say the realities of their new job differ from expectations set during the interview process.[i] A clear job description combats this and helps to ensure fewer applicants drop out during the process, or quit shortly after being hired.

You should also think about where your vacancy is posted, to ensure you’re visible to the right candidates. A specialist recruiter can help you here, as they can rely on their existing connections to put your vacancy in front of suitable candidates, and they can advise on industry-specific job platforms which more specialised candidates may be using.

Screenings

At 32 Stripes we screen candidates on behalf of our clients to help narrow down the talent pool. Inviting a large number of applicants to interview is time-consuming and costly; screening reveals which candidates have the most potential and to whom we should devote our time. A candidate’s attitude can be assessed and we can determine whether they’d be a good fit for the organisation in terms of values and culture. If you’re not using a specialist recruitment consultant, initial screening can be done over the phone. Following the telephone screening, it can be useful to set an assessment which eliminates those without the necessary skillset.

The interview

It is sometimes useful to conduct rolling interviews rather than interview in batches. Rolling interviews take place as and when a candidate applies, as opposed to batch interviews which all take place over the same time period. This can be especially helpful for hard-to-fill roles, when you don’t want to risk missing out on the right candidate. You can set a time limit and stop interviewing once you have found the right applicant. Not only will this help you to streamline the hiring process, it will also mean you can make a decision about candidates more quickly following their interview, as you don’t need to wait until you’ve completed the last interview in a batch before making a decision. The downside is not having a full set of shortlisted candidates to interview in quick succession so you can compare and contrast.

The offer

The offer process is often more drawn-out than it needs to be. There is nothing wrong with having a template offer letter prepared and sending it to the successful applicant on the day of the interview, or as quickly as is realistic afterwards. This speeds up the hiring and onboarding process, and also allows you to secure talent quickly once you find it – and more importantly, before your competitors do. Remember, there is always the chance that the offer will be rejected, so have any negotiation you’re willing to enter into agreed ahead and make sure to have other successful applicants lined up just in case.

So, now you’re done?

The work doesn’t stop once an applicant is hired. A LinkedIn study showed that unsuccessful candidates are four times more likely to consider your company for a future opportunity when you offer them constructive feedback.[ii] After any interview, the team at 32 Stripes always follows up with unsuccessful candidates with some feedback on why they were not selected and any suggestions for what they could do differently in future. This relies on a strong and open relationship with the client, who should always provide feedback after any interview. Doing this through a recruitment consultant can make it easier for everyone involved.

Once the hire is completed, onboarding begins. Every role will require a different onboarding strategy. For example, a validation lead might need a brief on the computer systems used in your company, while for a solution architect it could be helpful to set up a meeting with stakeholders about business requirements so the architect can develop specific solutions for their needs.

Optimising your selection process at every stage is the key to an efficient hire. 32 Stripes can support you throughout this process and help you find the ideal candidate. For further information about how we can aid your recruitment, contact our team.


[i] https://www.glassdoor.com/employers/blog/6-in-10-employees-say-job-realities-different-than-expected-glassdoor-survey/

[ii] https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf

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