This is a YouTube video titled "The Best Way to Structure an Interview Process" featuring Mike Richards from a treasury recruitment company. In this video, Mike shares insights and practical advice on optimizing interview processes based on recent client experiences, emphasizing candidate-centric approaches to hiring. The content was created in November 2020.
Hello guys, it's Mike Richards from the treasury recruitment company here. Hopefully a shorter one this week because this focuses on a brief article about how you shouldn't structure an interview process. In the blog article, whatever you want to call it, you'll see I give a very direct example of practical situation that we faced recently. When we're working with one of our clients, they discovered, well, they, well, we're working with them and they decided it was a critical hire for them. They were formulating their master plan how to get the people, make sure they get people at the right level. They came up with this in depth idea of doing testing, then a 45 minute interview with HR. Then once someone got through those second round interviews, they bring the group treasury level people back for a one hour meeting. Bearing in mind they weren't based in central London, difficult to get to in the middle of England. So I said, look guys, you're not going to get these people through the doors. I was getting senior treasurers, the three senior treasurers, when I started to speak to them, well, Mike, I can't do that. I outlined this to the client and managed to. We changed it around a little bit. By combining the meeting with the CFO at the first round with the testing, we made sure they were at the right level of expertise. Then when they came back, they were already bought into the company, if you like, they wanted to then be part of the company. Two out of the four people were eventually brought back. Both wanted the job, they were bought into the process. We used the meetings with the HR guys and some of the other people in the business, the second round for them to better understand the business. So as it turned out, by the time we got an offer, it was an easy process. Both of the finalists, they wanted the job and that's what you guys have to do out there. It's like we said in one of our first ever videos, it's not about you anymore, Remember, it's about them. Think about the candidates first. You can still structure a process how you want it to, but maybe think about getting their buy in rather than your process coming first. That's it. I'm going to stop for this week. Enough for this week. Have a look at the article, hope you enjoy it, hope it helps and I'll see you soon. It.
