As the competition to attract and retain skilled talent remains high, employers are placing an increased priority on providing a positive employee experience — and for good reason. When your employees are fully engaged in the workplace, it can impact everything from recruitment and retention to higher work quality and productivity.

The candidate experience is an increasingly pivotal touch point between talent and employer. Once an afterthought, this journey is now regarded as a holistic element of the employer brand strategy.

Interviewing for your next job is the first step for further career advancement. Part of that mountain to climb is one of the most common job interview questions: “Why are you leaving your current job?” The answers for this can vary. For example, maybe you’re looking for a better job opportunity, or your current work environment just doesn’t align with your expectations.

Intimidating as it sounds, you can prepare for a panel interview in similar ways to preparing for a group interview. The difference is now instead of jockeying for the chance to stand out in a group of multiple candidates, you must continue to stand out in front of two or more members of the hiring team. This panel interview format is becoming more commonplace as companies need to move through the interviewing process quickly and efficiently. By having the hiring manager and maybe several other panel interviewers meet the candidate and interview at the same time, an organization can save time through the hiring process. 

For a company to remain competitive, they need a steady flow of diverse people to bring new ideas and inspire innovation. As the most digitally native generation in an overwhelmingly digital world, Gen Z employees (those born between 1997 and 2012) are a vital component of any company’s workforce. However, their distinct attitudes towards work are creating stumbling blocks for many line managers, who are struggling to figure out what makes this youngest generation tick.

Recruiters and hiring managers are busy people with many demanding responsibilities. Between filtering through resumes, screening applicants, and managing interviews, it can be hard to ensure every candidate has a positive interview experience with your company.

Every job interview process will include the question in one way or another: "What are your biggest strength and weakness?"

It’s the ultimate interview question, pondered by many candidates in preparation: “Why are you a great match for this role?” There are many sound strategies to answer this question, so the key to nailing it is to find the right one.

A job interview can be the most nerve-wracking experience of your professional life. However, while you may never think of them as an enjoyable way to spend your time, it is absolutely possible to remove some of the stress by improving your interview skills. 

Interviews are your best opportunity to get to know a candidate and determine if they’re the right fit for the job. A positive interview experience can convince a talented person to join your team but a negative experience can tarnish your company’s reputation. In this guide, recruiters, hiring managers and interviewers will learn what it takes to provide candidates with the best possible interview experience.