In recent years, hiring managers have been using increasingly difficult interviews to identify the most intelligent and creative candidates. However, we all know that it can take much more than high marks in these qualities to make a successful hire, it also requires alignment in areas such as cultural fit and performance expectations. Now, new research shows that not only can tougher interviews help hiring mangers find smarter applicants, but they also lead to better overall job matches.
A study by Glassdoor has found a strong correlation between difficult interviews and happy, engaged employees. In the six countries covered by the survey (U.S., UK, Canada, Australia, Germany and France), Glassdoor found that a 10 percent more difficult job interview process is associated with 2.6 percent higher employee satisfaction later on, a link it found to be statistically significant.
The survey compiles interview and company reviews from job seekers for approximately 3,000 employers in the six countries listed above, basing both ratings on a five-point scale (1 = very easy/very dissatisfied, 5 = very difficult/very satisfied). On this scale, researchers found that an interview difficulty rating of 4/5 provides the optimal employee experience.
To explain these results, Glassdoor explained that just as one-point interviews are simply too basic to properly screen for effective candidates, five-point interviews "may be an indication of deeper dysfunction within companies, such as an aggressive work culture harmful to employee satisfaction."
Up until that tipping point, adding difficulty allows hiring managers to carefully screen candidates for both ability and cultural fit, among other skills, without leaving the candidate feeling confused or defeated. With this process mastered, hiring managers can find higher-quality job matches, which not only encourages employee satisfaction but effectively boosts productivity and reduces turnover.
On the other hand, an interviewer has to be aware of supply and demand, i.e. how much a candidate wants to join a company or how much the company wants to hire a specific candidate. If the company is after a very specific candidate, they have to be sure to make the candidate feel good and not "overdo" the interviewing-process, which can sometimes turn off a candidate. Another point is that qualified candidates often want to interview directly with the hiring manager, making the interview with HR only the second step.
Working with recruitment consultants can help companies optimize their hiring process, from identifying top talent to screening them for cultural fit. Leveraging the experience of these executive search consultants, hiring managers can make their recruiting and hiring practices more efficient, boosting both their effectiveness within the company, and that of the business itself.
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