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April 21, 2021

How to design an interview process

If you were in the market for a job, would you be lured in by your current company’s hiring process? Would the job posting appeal to you? Would you have a sense of the company culture by the time you left the office?

If the answer to any of these questions is “no,” it’s time to rethink your interview process.

Having an effective and repeatable hiring process is one of the most important keys to a brand’s success. There’s nothing more valuable than your team, and creating the right one is critical. If your interview process doesn’t bring in the right people, here’s how to find more diamonds in the rough.

1. Define Your Ideal Candidate

As you might expect, it’s important to know the basics of the position you’re hiring for, including: the job title, job description, department or team, and supervisor. This also means creating an inspiring job description that appeals to the kinds of people you want.

Beyond these basics, don’t forget the importance of company culture. Define the kind of candidate you’re looking for by considering how they’ll align with your current team and your company goals. This can help you learn to ask the right questions, and it’s also crucial in figuring out your next steps.

2. Decide on Your Evaluation Methods

There are countless ways to evaluate candidates, and you’ll probably want to go with multiple options. Depending on the skills, talents, and personality you’re looking for, consider opting for one or more of the following methods:

  • Pre-screening: Have your recruiter and/or hiring manager screen candidates based on elements of their CV and application.
  • Structured assessment or skill test: Use standardized questions and tests to help evaluate candidates objectively
  • Values-based interview: Conduct an interview designed specifically to test for cultural fit
  • Group or team interview: Have multiple managers or teammates interview the candidate
  • One-on-one interview: Have a hiring manager or the position’s supervisor conduct the interview.

After defining your ideal candidate in the step above, you should have a better idea of how to assess what you’re looking for.

3. Map Out Your Interview Process

If you plan to incorporate several types of interviews, you’ll need to decide how they all fit together. For example, if you’d rather hire for fit rather than skills, you may prefer to conduct values-based interviews first to find candidates you’d be willing to train. If the candidate will work closely with their supervisor, it may make more sense to have a one-on-one interview early on in the process.

Don’t be afraid to make your interview process as rigorous as it needs to be for you and your team to be satisfied. After all, as long as you stay authentic and showcase your company culture during the process, these interviews are a great way to show that you’re serious about finding the right match for your team. Don’t forget to connect with us for more insights on finding like-minded professionals when you need them!

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