The recruiting process in international IT companies is a crucial step in finding the right candidates for the job. However, the current process might leave candidates feeling underwhelmed and unengaged. A lot of what the recruiter discusses in the first 10 minutes is available on the company website, and the introduction by the candidate often feels redundant as the recruiter has already read the CV.
To make the interview process more engaging and interesting for both parties, a few changes could be made. Firstly, the recruiter could skip the general company overview and dive straight into discussing the specific role the candidate has applied for. This will allow the candidate to ask targeted questions and show their knowledge of the company and industry.
Secondly, instead of a standard self-introduction, the candidate could be given a scenario related to the job and asked how they would handle it. This will allow the recruiter to assess the candidate’s problem-solving and critical thinking skills while also giving the candidate an opportunity to showcase their abilities in a practical way.
Lastly, the Q&A portion of the interview could be used to discuss potential projects the candidate might work on and how their skills and experience align with the company’s goals. This will give the candidate a better understanding of what they will be working on and how they can contribute to the company, while also giving the recruiter insight into the candidate’s abilities and fit for the role.
By implementing these changes, the interview process can become more engaging and provide a better understanding of the candidate’s abilities and fit for the job. This will lead to a more effective recruiting process and ultimately lead to finding the right candidate for the role.
