DELIVERING AN EFFECTIVE INTERVIEW PROCESS

There is a certain technique in delivering an effective interview. Applying some thought and structure to the overall interview process will enable a more effective and inclusive result. Businesses that do interviews should really consider the applicant, their experience and create a process that supports both sides of the interview i.e. one that enables the business and the candidate to evaluate if there is a good match. Determining the stages of an interview, the assessment process and who to involve in the decision making are all things that should be considered carefully in order to simplify the selection process. It also creates a more efficient and better experience for the candidate so if an offer is on the table, the individual is more likely to accept. For smaller businesses, it can be quite complicated to manage the hiring process without a dedicated HR team. What is important is considering exactly what work needs to be carried out by the new individual and then basing interviews around this information and what is relevant to the position.

 

The importance of an effective interview – building a  successful business requires a collaborative approach. The level of success really depends on the team supporting you, so it’s essential to allocate time and resources to deliver the right process to attract the right people

 

What to consider – a great interview begins before the actual interview. A business needs to generate a number of candidates to interview based on an accurate and informative job listing that creates a qualified list of candidates. 

 

Interviews are a two-way process – Interviews today are far more than eliminating inappropriate candidates. Today, businesses need to determine and make decisions between a number of relevant candidates and from the other side, the candidate is probably implementing a similar process. Aside from gaining an clearer insight into the prospective candidate, a carefully delivered interview process should provide a candidate with all of the information to hopefully enhance the prospect of working for the business.

 

Businesses should avoid prioritising culture and its relation to the existing business environment. A business should be capable of adjusting their culture to accommodate quality candidates.

 

Delivering a structured approach to an interview ensures each candidate is asked the same question, enabling a fairer and clearer comparison between candidates. Prioritising a blend of question types, such as behavioural, demonstrative and hypothetical, enables businesses to gain a good insight into the capabilities of a candidate.

 

Creating an effective interview process

 

Writing the job profile – the job description should provide the detail and information required for an effective interview. An employer needs to consider what exactly the person hiring will do, the key goal and what you expect them to accomplish over a selected period of time.

 

Use an assessment system – once you have defined the job profile, use this to generate a list of key attributes that are important for the position and then provide information on the criteria that would display this attribute. Using an assessment system will enable you to determine a candidate’s ability against a set of criteria on an accurate scale. 

 

Create the interview process and team – business should determine how many interviews a candidate will go through and who in your business will manage the process.

 

Decide whether to include a test or analysis – Many businesses believe completed work is a great way of determining the performance of a prospective employee. A written test or task that directly relates to the job does provide a good insight into how effective the candidate will be in their role.

 

Create a structured interview – All interviewers involved in the process should have clearly prepared their questions and ensure they ask each candidate the same question. Interviewers should revisit their assessment chart and identify how responses correspond to certain criteria.

 

Provide feedback before making the decision – Everyone involved in the decision-making process must have the opportunity to feedback and ensure their input is recorded. 

 

Voice your decisions – outcomes and results of the process should be provided to everyone that was interviewed. It’s quite an obvious point, but many businesses do overlook this process and by doing so, it really destroys the interview process and can leave unsuccessful candidates with a relatively poor impression of your business.