John HarringtonAugust 5, 2023
Topics: Recruiter Experience

5 Ways to Boost Hiring Team Communication and Efficiency

If you were asked to list the outcomes of an ideal interview process, what would you say? Chances are, you’d want candidates to know where they stand in the process, as well as next steps. You'd probably also want hiring and recruiting teams to be tightly aligned to bring the best talent into the organization.

All too often, this is far from the interview experience we know today. Most organizations suffer from:

  • Lack of communication and collaboration between recruiters, hiring managers, and interview stakeholders

  • Ambiguity and disorganization, where interview takeaways and notes are often scattered and inaccessible to other stakeholders involved in the process

  • Repetitive interview rounds that inundate candidates with redundant questions from multiple interviewers

  • Bias and subjectivity in candidate evaluation and selection

These issues lead to poor candidate experiences, increase time to hire, and negatively impact team decision making.

By following the following five steps, teams can create a hiring strategy that facilitates better collaboration and communication among stakeholders, bolstering efficiency and leading to positive candidate experiences throughout the entire hiring process.

1. Clear Definition of Roles and Responsibilities

Today, a number of stakeholders are involved in any given interview process. But how well are organizations clarifying the role that everyone plays in meeting the intended outcomes?

For example:

  • Is it known what steps a recruiter is supposed to follow after an application has been received?

  • Do interview stakeholders know what types of questions they should be asking, and what answers they should be listening for?

  • Who is making the final decision, or is it a committee that is coming to an agreement before moving forward?

By clearly defining the roles and responsibilities of each hiring team member (and continuing to revise and iterate on them over time), organizations are one step closer to making the best use of everyone’s time and arriving at the right decisions faster.

Pro Tip: Organizations can up the game of interview stakeholders by leveraging AI-generated insights. These provide valuable information, analyses, and recommendations based on the data and context gathered throughout the recruitment and hiring cycle. Actions taken in response to these insights can lead to improved learning and skill development within each team.

Automatically record any interview, enabling your team to gain additional insights into candidate responses and improve collaboration between hiring decision makers.

2. Effective Communication Channels

More often than not, communication happens in a variety of ways and places — which can ultimately slow down the process. For example:

  • A recruiter and hiring manager may have an intake call that happens over a Zoom meeting

  • A hiring manager and an interviewer may cross paths in the hallway at the office to exchange takeaways from a recent conversation

  • Interviewers may jot down notes on a piece of paper while speaking with a candidate, but then must force themselves to recollect the finer details a few days after the interview takes place

Such varying processes often lead to bias and subjectivity in decision-making. These examples highlight the need for centralized communication channels that allow team members to stay connected, exchange information easily, and make decisions in real time.

Pro Tip: By rolling out interview recording tools, team members can review recordings and transcripts at their convenience, allowing for better collaboration and discussion among team members — even if they were not present during the actual interview.

3. Streamlined Processes and Workflows

All too often, a candidate submits an application, and then…crickets. Once they’ve heard back, it gets worse: they are ping-ponged between each interview stakeholder. Finally, they have to wait again to hear the final decision.

But it doesn’t have to be this way.

Hiring teams need to establish clear workflows and guidelines that should be followed through each step of the process — from application submitted to offer extended. Only by charting this out is it possible to identify potential bottlenecks, remove unnecessary steps, and eliminate duplicative efforts that slow down the process and lead to negative experiences.

Pro Tip: Introduce standardized interview guides that can be leveraged by stakeholders involved in the interview process. These should provide the hiring team with detailed questions to ask and steps to follow at specific stages, thereby improving communication while streamlining processes and workflows.

4. Regular Communication and Feedback Loops

If expectations are not being appropriately set with each stakeholder in the interview process, associated delays and information that lacks enough substance for taking confident action can be expected.

For example, a hiring manager may go from speaking with a potential hire to jumping directly into back-to-back meetings. Had a structure been put in place to gather important discussion points, notes, and takeaways, the process would be able to move forward faster.

From the candidate’s perspective, it’s important to receive timely updates that are tailored to them and the current stage of the process they’re in. Establishing regular communication and feedback loops among team members is imperative so that information is able to flow in an efficient and effective manner.

Pro Tip: Enable automatic note taking, unleashing the ability to capture key moments and comments that happen in a given conversation. Team members can instantly share and access the same information — promoting transparency, aligning understanding, and facilitating efficient collaboration. This also allows team members to provide feedback on specific interview segments or candidate responses through comments, timestamps, or annotations within recorded interviews — ultimately fostering ongoing dialogue that ensures a collaborative evaluation process.

5. Better Candidate Experiences

It’s not possible for candidates to have a phenomenal experience if hiring teams are failing to effectively communicate, streamline processes, and personalize each interaction. This reinforces the argument that these inadequacies must be put at the top of the priority list.

When these shortcomings are addressed, candidates can start receiving clear and concise updates in a consistent manner. This also means that they have a better overall perception of and connection to the employer brand, and organizations can meet their ultimate objectives to hire top talent.

Pro Tip: Interview sharing is a great way to improve candidate experiences. It enables team members to easily review and access interview recordings that took place with prospective candidates. This process of knowledge sharing facilitates consensus-building among team members and allows for more comprehensive evaluations of candidates — ultimately leading to better hiring decisions. In turn, candidates experience fewer interview rounds, while getting aligned to better fitting roles without needing to go through the whole process again.

Revamp How You Hire

By following the five steps outlined above, you will be well on your way to better hiring outcomes. Hiring teams may:

  • Reduce the amount of time and effort they put into each hiring cycle

  • Get a more comprehensive evaluation of candidates

  • Reduce errors and bias, leading to fairer hiring decisions

Candidates will also feel more valued and informed — gaining a deeper understanding of your culture, values, and the exciting opportunities that exist within your organization.

Each of these steps can be attained with the power of Phenom Interview Intelligence. To learn more about how Interview Intelligence can facilitate better hiring team collaboration, communication, and decision making, request a personalized demo today.

In the next chapter of this series, we’ll dive into the best ways to provide interviewers with feedback and training that can help avoid bias.

Check out the first two blogs:

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