Recruitment and attracting high calibre people to come and join your organisation, at any level, has changed beyond all recognition during the last 10 or so years.
Gone are the days when employers could pick and choose who they wanted to offer employment to and today, it is very definately a candidate biased market with digital media and the gig economy creating so many more and better communicated opportunities to choose from.
With this in mind, your recruitment process and particularly the way you engage candidates is critical. Forget the "numpties" on The Apprentice and the pleasure they get from grilling candidates to the point of tears. You need to think about how you would like to be treated and what would inspire you to want to work for you and your organisation. It definately is not a case of just turning up. Interviewing needs a lot of preparation, value candidates and respect the time they are investing in your recruitment process.
Where job interviews are concerned, I guess candidates are sort of supposed to feel like the inferior ones who have to win over their superiors aka the interviewers. To some extent that power play is totally fine, given candidates are vying against a number of competitors to bag the role and really have to prove themselves. The trouble with this is, when a candidate applies for your role, it doesn’t mean you’ve automatically got them if you want them. Oh no, far from it. You’re going to have to prove you’re the best employer to suit their needs, too. If you can’t? They’ll go elsewhere. I’m privy to so many cases of candidates going to an interview hoping to come out wowed and convinced it’s the role of their dreams, only to walk out feeling completely underwhelmed and uninterested.