How to Screen and Evaluate Candidate Interest in a Job

You know that feeling when you are interested in someone and they seem to be into you too? You can't wait for your next date or for them to call. Wouldn't it be great if every job candidate was like that? You want them to be just as excited about a potential career with your company as you are. Unfortunately, that isn't always the case.

One of the most frustrating experiences for recruiters and hiring managers is having a great conversation with a candidate, deciding to either move forward in the interview process or offer the position, and then having the candidate stop returning your calls or decline an offer at the last minute. Or they may accept a position only to quit within a few weeks or months. It's frustrating, disappointing, and a waste of time for everyone.

With labor shortages, growing skills gaps, and a candidate-driven market, hiring seems harder than ever for many employers. While applicant tracking systems, good pre-screening questions, and skills tests can help you get qualified candidates into your interviews, you will need to employ different methods to determine whether they are truly interested in your company. Although you cannot read anyone's mind, getting an idea of how interested a candidate is in your company will help you strategize your hiring process so you can ask better questions and hopefully avoid unpleasant surprises.

By developing a better understanding of your candidates, their abilities, and the way they think, you can create a more efficient and effective recruitment process, which will help you screen for talented individuals who are genuinely interested in your company and avoid wasting time on the wrong candidates.

How Can You Assess a Candidate’s Interest in Your Company?

Finding the right person for your job can be hard. After you've spent days reviewing applications and interviewing candidates, it's demoralizing to select a candidate and craft an offer only to have them back out at the last minute or quit after a few weeks, especially if you were convinced they were as excited about joining your team as you were. Unfortunately, people may lie about their interest in a job for a variety of reasons. These may include:

• Your job does not meet their requirements in terms of pay, benefits, opportunity, flexibility, etc.

• They're waiting for another offer.

• They are afraid to make a change and do not want to take on the potential challenges of a new company or position.

• They decide they can do better elsewhere.

• They are indecisive and are afraid you won't offer the job if they are honest about their concerns.

Regardless of the reason, you don't want to waste your time and resources on someone who is not interested in working for you. That's why it's so important to assess the candidate during the interview process to better understand their priorities and what they think about your company and job offer. While there will always be some candidates who are dishonest with you, there are ways to tell if they really want the job. Learning how to assess a candidate's interest in your company can help you address any issues or concerns they have early on. It may be possible to overcome these challenges if you know they exist, or at least be prepared if you know you may not be a candidate’s first choice.

So how do you know whether a candidate is really interested before you invest too much in them? To screen candidates effectively, you will need to go beyond the usual employment history and basic pre-screening questions. Asking yourself the following questions can help you gauge job applicants' interest in your role.

Are They Prepared for the Interview?

Are they familiar with the job description you posted, or do they seem unclear about what they applied for? Did they take time to learn about your company before the interview? Ask them to briefly describe what your company does or promote one of your products as if they were speaking to a customer. This will help you assess how excited they are about the work your company does.

Do They Ask Questions and What Are They?

Do they have questions about the job and the business? What do their questions imply their focus is? Money? Growth opportunities? Work culture? Flexibility? Job responsibilities? Some people may just be nervous, but having few or no questions could be a red flag that they aren't interested.

What Attitude Are They Displaying in Their Tone of Voice and Body Language?

Do they seem engaged in the conversation? Are they reluctant to answer questions? Are they excited when discussing the job, or do they seem indifferent? If someone seems bored or disinterested in what you're saying, chances are they won't be invested in your company after they get hired either.

Does the Conversation Flow?

Are they friendly and open to the discussion, or is it difficult to get them to talk? Do they have a good attitude? Do they give the impression that they will be happy and fit well in your company culture? While an animated conversation can be a great indicator that the candidate is excited about the role, keep in mind that interviews are stressful, and nerves may make some candidates not perform their best. Not everyone has the writing skills to write amazing cover letters or the presentation skills to give an impressive interview, but that doesn't mean they don't have the skills necessary to do the job.

Are They Interested in Their Industry?

Are they knowledgeable and staying up-to-date on current trends? Do they read any industry-specific publications, or are they working on any applicable certifications? Are they excited about the work, or is this just another job for them? If a candidate is passionate about your niche or the work you do, they are more likely to be interested in your company long-term.

Are They Willing to Put in Extra Effort Beyond the Initial Interview?

Do they provide work samples when requested, show up for multiple interviews, complete assessments, etc.? It's important to make sure the hiring process isn't unnecessarily long and difficult, or even the best candidates may give up or accept another offer while you're scheduling third and fourth screening interviews. However, if a candidate isn't willing to go the extra mile to get the job, then they probably aren’t that interested.

What Do You Know About Their Current Role?

During resume screening, make note of the candidate's current and previous employers. Ask them why they want to leave their job. What did they like or dislike about it? What are they looking for in their next job? Do they seem excited about pursuing new opportunities? Are they interviewing for other positions? Use their responses to assess how committed they are to making a move and whether your company matches what they're looking for. If they disliked their previous responsibilities or work environment and your position description is very similar, they probably won't be happy at your company for very long.

Why Do They Want the Job?

What do they think they will like or dislike about the role? Are they excited when talking about it, or do they seem bored? Why do they think this will be a good career move for them? What about your company makes them interested in working for you? A short but thought-out response that aligns with your company's core values and goals shows they are interested in the job, in addition to revealing what their priorities are.

What Are Their Deal Breakers?

When screening candidates, find out what it is most important for them to have in their next role. Are they focused on flexibility, good benefits, opportunity for growth, salary, remote work options, work culture, schedule, travel, or something else? Does your company meet their needs? If your job is failing to meet any of their deal breakers, they are unlikely to accept a job offer, and if they do, they will probably be ready to make another move after a few months.

Would They Accept a Counteroffer from Their Current Employer?

Why or why not, and what factors would influence their decision? Educate them on the statistics and hazards of accepting counteroffers.

What Are Their Long-Term Goals?

How long do they expect to stay in this job? Do they know what type of work they want to do, and does that match with current or future opportunities at your company? Understanding their desired career path and goals will help you determine if they see your company as a good long-term fit. If your job descriptions won't be rungs on their ladder to success, they will be more likely to reject your offer for one that is a better career move.

How Do They Portray Themselves on Social Media?

Many prospective employers research candidates on social media, which can be a goldmine of insight into an employee. Do they talk about their job search, their current job, or even your interview? What do they say? Are they invested in growing their industry knowledge, or do they have hobbies that require skills that would be a great asset for your job description? Do they have a positive or negative attitude? Does the person they display on social media match the person you met in the interview? This will give you a better understanding of the candidate's personality and help you determine things like work ethic and cultural fit. However, be mindful of unconscious bias and take steps to ensure your hiring decisions are fair and promote diversity.

How Do They Treat Your Staff?

Were they friendly with everyone in your office (their potential coworkers), or were they rude or awkward around your employees? Pay attention to how the applicant interacts with people both before AND after the interview. If they really want to work for your company, they will make an effort to make a good first impression on everyone they meet during their interview, and if they are disrespectful to your employees, you may want to rethink making an offer anyway.

A Smarter Candidate Screening Process

While the hiring process can be challenging, it's far from impossible. When screening candidates, make sure that you’re asking the right questions and really listening during interviews so that you choose someone who is not only qualified but also excited by what they do at work every day. Even if a candidate seems engaged in the conversation during an interview, they may not be interested in the job. Look for red flags in their responses or body language, and make sure you understand what is important to them in their job search so you can address any concerns before they make a decision against you. Make sure your own process is smooth and effective, or you may lose interested candidates because of poor communication or a slow hiring process. Hiring someone who shows interest and enthusiasm about your company from day one should be an immediate priority because it leads to higher retention rates, and isn't that what we all want?

Get Help from the Experts

Recruiters serve as a bridge between you and the candidate. A good recruiter takes the time to understand what a candidate is looking for in a job and then finds opportunities that meet those needs. In addition to using screening methods to identify candidates who meet your hiring criteria, they can give you insight into the salary and perks that the best employees will need to consider making a move. This information is invaluable to help you craft offers that are more likely to be accepted, avoiding wasting time when you and the candidate are not going to be able to agree on terms. If you're struggling to attract top talent, contact one of our recruiting specialists today.