So you’ve narrowed down your candidate pool to just a few choice candidates. They’re all equally impressive and bring something to the table. This means it’s time to dig a little deeper in your interviews and make sure you can come to a final decision. But how do you design an effective interview?
Many organizations leave it up to each individual interviewer to decide how the interview will be conducted. This is a big mistake. Research has shown that structured interviews are about two times as impactful as those that are not. Why, you ask? It’s simple! They’re more objective and ensure attention is focused on what’s important to the job. Creating specific questions that pertain to the job’s requirements and how a person fits the role is more important than something like how clever they might be at solving a complex problem on the spot.
It also helps save time in the event you have multiple interviewers. Have you ever gone to an interview where, one by one, people asked you the same question? It’s not the best experience.
Instead, a strategy would be to create themes for each interviewer to assess. Say you’re hiring for a Customer Success Manager role. One person can ask questions about client relationship building, another about collaboration, and the last interviewer will ask about cultural fit. Having these individuals focus on one area for all candidates allows each interviewer to compare them based on a central theme. Everyone can then discuss as a group after the interviews have been conducted. Without setting that structure prior, you might all ask the same thing or be unable to objectively compare these candidates.
The Predictive Index will take this a step further for you with the Interview Guide. If your candidates have taken a behavioral assessment and you’re comparing the results to a job target, the system can generate interview questions for each candidate based on their behavioral match to the job. This will allow you to dig deeper into how that person can excel in this role—or be required to stretch to achieve success.
But if you’re looking for even more structure, you’ll want to consider creating score cards for those interview questions. This will be an additional step for your team at first, but having a clearly defined way to score candidates will help those interviewers focus on what’s really important during the interview. It also makes it much easier to compare candidates after all interviews are finished.
Want to know even more about your candidates’ abilities? Another timely but beneficial tactic is to provide an assignment for those candidates to complete before the interview. Make sure the same assignment prompt is given to all candidates and that it is aligned with work that they would be performing for the role. This way, you can get a glimpse into their abilities and provide feedback to see how they receive this information. Once again, consider score cards for these assignments to make sure you have a clear comparison for candidates.
Once finished, you’ll have a clearer answer of who is the best fit for the position.