How would you define the perfect hiring process? Is it one that is indeed a well-defined process, with a rigid flow throughout the various hiring stages? Or maybe you’re a talent specialist who mostly plays off of your gut and you’d rather take hiring candidate by candidate. We’d argue that a touch of both is best.

A clearly defined process is always needed, but it should be one that places emphasis on the candidate experience. A strict hiring process won’t mesh well for every candidate, especially passive candidates who need convincing to leave their current position.

Here are 5 ways to build more flexibility in your hiring process.

  1. Allow for phone screens to be conducted early in the morning or later at night 

Not every candidate is going to request for a phone screen at 6 AM or 8 PM at night, but what if they did? Your passive candidates may have days packed full of meetings, travel, and whatever else their day brings, which may mean availability during the day may not mesh with your availability. Before they even ask, you can offer a time slot before or after work hours. This willingness to work with them on timing is a clear win-win. They’ll appreciate the gesture and will start the process off in a positive light on your company. And as for you, this move may very well place your company ahead of others that have contacted the candidate.

  1. Be understanding when candidates have last-minute emergencies and need to cancel

We just wrote an entire blog on recruiting disasters and a canceled interview is surely one of them. When the candidate fails to show up without notice, that may be a situation where you simply choose to move on. However, if there’s a clear indication that the candidate is interested and they have provided an excuse, it’s in everyone’s best interest to be understanding and work to set up a second interview date as soon as possible.

  1. Be more transparent with candidates

Having a clear answer to difficult questions on topics like salary, next steps, and others will be seen as a positive. Making candidates wait too long for answers or providing vague answers is a major source of frustration. When possible, compile answers to all potential FAQ’s for your open positions and make that document available for all interview team members.

  1. Allow for different communication methods

Your process may rely heavily on email for all of your process updates to candidates. To give candidates the option to receive information how best to them, look into a different communication channel like SMS. Ask candidates up front how they’d like to be updated throughout the process and do your best to fulfill their wish where it makes sense.

  1. Use video interviewing

Video interviewing adds flexibility in many different steps of the hiring process. Both active and passive candidates are impressed by the convenience of pre-recorded video interviews. This alternative to phone screens allows candidates to answer questions via video whenever it makes sense for them. This option frees up a recruiter’s time and allows for recording answers to be shared and viewed by the entire team.

Live video interviews offer a method for erasing any commute or travel time for candidates to the office. They’re also ideal when global members of the team can’t fly into meet candidates. Having the option helps to speed up the process and also saved companies money on travel for candidates and those on the interview team.

How flexible is your current hiring process? Are there other tips we’re missing? As always, let us know by sending us a tweet to @goWepow.