Maintaining momentum in lengthy interview processes
Jocelyn Rogers, Lead Consultant in Investor Relations & Fundraising, highlights the importance of adopting a flexible, proactive approach to the interview processes and shares her advice on efficiently managing longer processes to successfully secure top talent.
The private markets interview process
The interview process is crucial for both the hiring firm and the candidate. Each stage, from initial HR meetings to technical assessments and informal coffee chats, helps both parties determine if they are the right fit for each other.
In the private markets sector, interview processes can be particularly lengthy, often involving 5 to 7 stages, with some firms even extending into double digits. This extended timeline underscores the importance of maintaining momentum to secure top talent promptly.
In the private markets sector, interview processes can be particularly lengthy, often involving 5 to 7 stages, with some firms even extending into double digits. This extended timeline underscores the importance of maintaining momentum to secure top talent promptly.
Maintaining momentum
With nearly three decades of experience placing professionals at all levels into private markets firms, PER has learnt how to maintain momentum, mitigate challenges, and ensure the best outcomes. Our advice for hiring firms looking to run efficient interview processes is to combine interview rounds where possible, adjust the order of interviews if certain interviewers are unavailable, and utilise both virtual and in-person formats to keep the process moving. At PER, we proactively update our clients on candidates’ other interview processes and any changes in their compensation or title, enabling timely adjustments.
The specific challenges of longer interview processes
Managing longer interview processes poses specific challenges. Candidates may receive significant pay raises or promotions during the process, affecting their expectations and potentially pricing them out of the role. Additionally, firms are increasingly willing to wait for candidates to collect their bonuses before resigning. This waiting period can lead to candidates receiving counteroffers from their current employers, impacting the attractiveness of the new offer.
While compensation and title are not the only factors driving career moves, it is crucial for hiring firms to be aware of these dynamics and for candidates to clearly understand their motivations for seeking a new role.
Click below to read Jocelyn's profile and find her contact details.
If you want to discuss the interview process or opportunities in Investor Relations, please reach out.
If you want to discuss the interview process or opportunities in Investor Relations, please reach out.
Jocelyn's profile
