Make your interview process candidate-friendly

“We need to improve the candidate experience,” often translates to “Let’s make our interviews easier.” But that’s missing the point entirely. The best candidates want to be challenged – they just don’t want their time wasted. Here’s how to strike that perfect balance.

Start by mapping out your entire interview process through the candidate’s eyes. Are you asking them to explain their background four different times to four different people That’s not rigorous – it’s redundant. Instead, assign specific focus areas to each interviewer and share notes between rounds. Your candidates will appreciate the respect for their time, and you’ll get deeper insights.

Instead of in-person technical assessments, consider giving candidates a small, time-boxed project they can complete at home, then use the interview to discuss their approach and thinking. You’ll see both their technical skills and their communication ability in a more natural setting.

Time commitment matters too. Top candidates are busy, often juggling multiple opportunities. If your process requires six separate hour-long interviews, you’re likely losing great people before they even start. Try consolidating into fewer, more focused sessions. One of our clients compressed their six-interview process into two longer sessions with breaks, maintaining the same rigor while drastically reducing candidate drop-off.

Finally, transparency is key. Tell candidates exactly what to expect, how to prepare, and what you’re evaluating. This doesn’t make the process easier – it actually raises the bar by letting candidates show their best work. The strongest candidates appreciate knowing they’re being thoroughly evaluated against clear criteria.

Remember: A candidate-friendly interview process isn’t about lowering your standards. It’s about removing the friction that prevents great candidates from showing their true capabilities. Get this right, and you’ll see both happier candidates and better hiring decisions.