Three Tips to Bring More Structure to Your Interview Process
Unstructured interviews have a very casual feel to them. They are good for putting candidates at ease, but critics say that they’re not truly effective. Many answers from unstructured interviews tend to be irrelevant as questions move from useful questions about the job into those that are more designed to show off a candidate’s personality. If you’re not getting the results you want from unstructured interviews, perhaps it’s time to switch gears. Here are a few tips to help you bring consistency to your interviews.
Three Tips to Bring Structure to Your Interview Process
- Plan Out Competency-based Questions Ahead of Time. This type of question typically illustrates how your candidates handle themselves in specific situations. These questions can help you to see what interviewees might do in multiple situations.
- Ask Every Candidate the Same Questions. This is important. If you’re interviewing several people for a single position, consistency in questioning gives you a better basis for comparison. If two people apply for the same position and applicant A gets the job and applicant B finds out that they were asked different questions, then applicant B is left wondering if they would have gotten the job if they had been asked the same questions as applicant A.
- Conduct Multiple Interviews in One Appointment. When you have a candidate talk to several of your managers in addition to interviewing with human resources, more can be learned about them than if they were just interviewed once. Make sure each interviewer is asking questions that measure different things. For example, human resources can interview for personality and cultural fit, while the person who would end up managing the applicant can interview for skills and competency.
If you’re having trouble finding solid applicants to interview, then reach out to ADAM Personnel. We can help hone in on the right candidate for whatever position you are trying to fill.
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