Is Your Interview Process Standardized? It should be. (Part 2)

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Last week we discussed a few scenarios in which a standardized hiring process proves to be highly beneficial to your company’s bottom line. Now that you’ve got a grasp on why you need a standardized hiring process, it’s time to go over some examples of how to implement this cost-effective practice.

Strive for Continuity Throughout Interview Questions

As mentioned in Part 1, different interviewers approach the interview process in different ways. Some may ask tricky question while others simply want to converse and get to know the candidate. While variety may be the spice of life, it can be hard to swallow for a hiring team. If your best interviewer were to leave and take their interview questions with them, your team needs to be able to continue running a smooth and successful operation.

To ensure that you can overcome this situation and any other personnel changes that may arise amongst your hiring team, make sure your interview questions are consistent and cohesive. In other words, ask every candidate the same set of questions.

To determine what those questions will be, have your hiring team research questions that will accurately reveal what you want know about your candidates. Let members of your team propose their questions, then work together to finalize a standard set asked through both phone interviews, as well as in person.

Record Impressions of Candidates Immediately

Software like HireIQ’s InterviewPlus allows you to provide initial impressions of a candidate after you listen to their interview. Make sure that your team is recording their initial impressions within 15 minutes of listening to a candidate’s interview. This will ensure that your team makes notes on candidates while they are fresh, and helps prevent candidates from overlapping.

When your team grades a candidate (thumbs up or down), make them write a quick sentence or two explaining why they object to or support that candidate.

Track Team Sentiment of Each Candidate

Rather than weed through file after file, create a spreadsheet that tracks the sentiment your team leaves for each candidate. This allows you to quickly and easily rank candidates based on the impressions of your team.

Implementing a process like this is not as daunting as it may seem. It just takes a little organization. But once you’ve gone the standardized route, you’ll see how valuable it is to your hiring team and to your bottom line.

Has your hiring team instituted a standardized process? What consistencies can be found throughout your interview process? What needs to change

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