By Jason Ellis
Nobody likes to wait around for results. Nowadays, every line feels like the line at the DMV. This is why it’s so important for MSPs to implement a timely interview process. Without one, MSPs could be missing out on top talent, so to avoid this misstep there are a few suggestions we make to MSPs when it comes operating a timely interview process.
Make your interview process as painless as possible
We’ve all been through interviews throughout our careers. Some experiences have been better than others. Often, for one reason or another, the ones we recall with ease didn’t sit well with us. What you don’t want to do is let your interview process become memorable to candidates for the wrong reasons. Prevent this unfortunate outcome from happening by making sure your interview process as painless as possible.
One way to keep candidates happy during the interview process is by not drawing it out. Drawing out the interview process tends to make interviewees wary of companies and shy away from potential offers. Show your appreciation for the candidates you’re interviewing by being conscious of their schedules, especially with the unemployment rate so slow. You don’t want to lose qualified candidates (but more on that a little later).
Speed up the interview process is by limiting tests and assessments. For instance, requiring candidates to take a Wonderlic test in addition to a DISC assessment, and one or more written technical assessments is time consuming and typically turns off candidates. The rule is of thumb is one assessment or less — that’s it. If multiple assessments are necessary for your MSP, set expectations with your candidates immediately, and then, make sure they understand what they’re in for by explaining why the multiple assessments are essential to your interview process. Don’t hide details.
Great candidates aren’t on the market for long, so speed things up
Having a succinct and efficient interview process enables MSPs to acquire top talent. Great candidates tend to receive offers very quickly, so the faster an IT provider can get through its interview process, the better the chance it has of candidates accepting its offers. Long delays can negatively impact the result of any MSP’s interview process.
While not every interview process is the same, there are a few things to consider if you’d like to keep things moving along. Ideally, your interview process should take less than a week. Now, realistically, less than two weeks is fine. If there are multiple candidates interviewing (of course, there usually are), then this, unfortunately, can delay decision making, but as long as the process is as painless as possible, then you’re in good shape.
Candidates have as much power as you
Sure, it was you who decided it was time to make new hires. You then created job listings and posted them on various recruiting websites (including Bowman Williams). Afterward, you searched through resumes, contacted candidates and scheduled interviews. By the looks of it, you’re in charge, but as they say: Looks can be deceiving.
What you should never forget is interviews go both ways. While, yes, you’re vetting candidates for open positions at your business, the interviewees are evaluating you and the MSP you own in return, so while you’re the one who created the parameters for your interview process, the candidates you’re interviewing have some pull, too, especially if they’re high in demand. During an interview, the business owner is selling just as much as the candidate being interviewed across the desk — so don’t ever sell yourself short.
For instance, be sure to share information about your company’s culture, potential career paths, and the pros and cons of working at your company with candidates. These topics resonate with interviewees and go a long way in swaying their decision making. Don’t let top talent run off to your competitors by not effectively pitching your business.
Keeping your interview process moving along will help you acquire top talent for your MSPs. By introducing delays, you put yourself at risk for losing the right candidates for the positions you have available. Always remember: You’re not the only one in charge.