With the competition for top talent intensifying every year, innovative companies are turning to reverse interviews to sell their companies to prospective employees. While the process is gaining traction as a way to show coveted candidates what the company can do for them, reverse interviewing also gives the hiring team another valuable tool for evaluating prospective employees and company image.
In a reverse interview, once the company has decided on a final pool of candidates, they provide the finalists the opportunity to meet with current employees in the same role as they would be entering as, with the invitation to interview them. They are told they are free to ask the employees anything that they wish about the company culture, opportunities, management style, work life balance, support, etc.
The main benefit of reverse interviews, of course, is that it assures the top candidates obtain all the information they need to fairly and accurately evaluate the company and the opportunity.
Another valuable benefit is that this type of interview gives the potential new hire an opportunity to forge an early relationship with a current employee, and statistics show that having someone within the company that the new hire can go to with concerns or questions without fear of reprisal is the single biggest deterrent in stopping quick turn over in that critical first 6 months.
Reverse interviewing can also yield valuable information about the candidate, as well as the company’s reputation if multiple candidates are sharing the same concerns , that the firm can then address via its marketing, and branding initiatives.
Reverse interviewing not only provides a method for attracting the best candidates for the current job opening, it serves as a dynamic guide for improving the entire hiring process. When the process works, the pipeline runs smoothly, and the company eliminates time and resources wasted on ineffective hiring strategies and poorly fitting candidates.