10 Ways You Can Improve Your Interviewing Practices Today


02 Oct
02Oct

Interviewing is an essential part of the hiring process. There are many ways to conduct interviews, but it all comes down to consistency and comparing candidates effectively. Do you want a specific process for each position? Or do you want a general system that can be applied universally? It's up to you-but whatever route you decide, make sure your process is clearly communicated to the entire team. This article will help guide your decision on how best to implement interviewing practices in your company by providing ten tips for improving them today. 

What is the interview process?

 The interview process is at the core of the hiring process and is a multi-step tool used to recruit job candidates. The interview process includes arranging interviews, conducting pre-screening phone interviews, conducting face-to-face interviews, and following up with candidates about decisions. It is important to view the interview process as an opportunity to create a great impression of your company and ensure that a positive candidate experience is provided throughout. 

1) Standardize your process.

 A standard interview process will allow you to compare candidates by evaluating their responses across the same sets of questions. When a standard is not used, it becomes much harder to make an apples-to-apples comparison of candidates. By creating a set of rules and having all your interviewers asking the same questions in the same order, you can ensure that feedback from one interviewer about a given candidate will be consistent with input from another. It also ensures there aren’t discrepancies in feedback between various interviewers. 

2) Develop a system for pre-screening.

 Adding a pre-screening process, whether it be by using automated systems to filter candidates based on application or pre-screening phone interviews or both, can create an efficient method for weeding out candidates before face-to-face interviews. These interviews should be standardized across job positions to make sure pre-screening is effective. 

3) Create a structured interview script.

 Creating an interview script customized for each position ensures that every candidate will be asked the same questions and graded on the same scale to standardize the process. This gives all candidates an equal opportunity to exhibit their abilities and experiences while reducing interviewer bias. In addition, the easier it is to compare candidates, the more likely you will hire who's right for the job. 

4) Measure equally.

 The interviewers should be able to evaluate the candidate based on the same set of criteria. Standardize your scale for evaluating those interviews, just as a teacher should do when grading a test. 

5) Document, document, document.

 Standardize the documenting procedure. Create an effective note-taking system and stick with it. Determine ahead of time where and how each interviewer will take notes, keep track of interviewee responses, and make any comments throughout the process. 

6) Take the team approach.

 Make sure each candidate is getting a fair shot by having more than one person interviewing them. This will ensure that they are evaluated from various perspectives and will help you determine if their skills are a good fit for the position. 

7) Practice makes perfect.

 The more practice you have with the interview process, the easier it will be to determine where you can make improvements and how best to implement them going forward. Ask employees if they consistently have the same experience from start to finish of each interview-if not, take steps to standardize the process. 

8) Make a great first impression.

 You should consider each step of your interview process with the candidate's experience in mind. Remember that not only are you seeking the perfect candidate, but they are also seeking the perfect employer and work to set a positive first impression. Little things like failure to send a Zoom link on the interview invite or not having toilet paper in the bathroom make a difference in the overall impression you leave with the candidate. Put your best foot forward by having an organized and efficient hiring process and making sure that level of organization is reflected in the meeting spaces you are using for the interview. 

9) Invest in the candidate experience from start to finish.

 Don't forget that your interview process isn't just about finding your next hire-it's also an important part of the hiring process for the candidate. Make sure they know what to expect during each step of the interviewing process by communicating to them what will be taking place. Outline the types of questions they can expect, how long it will last, and what they should wear. Send them the interview schedule in advance. Maintain communication with each candidate throughout the interview process. Candidates who are kept in the dark about the progression of their application might quickly move on to another opportunity, or even worse, inform their friends, family, or professional network about their terrible experience with your organization. So be polite and treat applicants with respect; keep contact – even if it's only to notify them that a decision has been delayed – and when a decision is made, be sure to inform all candidates. 

10) Ask for feedback.

Use surveys to improve the hiring procedure. Another advantage of following up with prospects is getting their feedback on making the recruiting process better. Take periodic surveys of your applicants for suggestions on how to streamline and enhance the quality of the recruitment process. Keep these tips top of mind the next time you introduce someone to your organization-and- finally, always remember that hiring takes time and patience. It's crucial to stay on track with your goals during each step of the process to achieve stellar results.

What more interviewing and recruitment training? Gain access to the full library at www.interview.com.