OK so you need to add a team member. You’ve done your homework, you’ve written your job descriptions, you’ve set up your interviews, NOW WHAT? 83% of candidates said they would tell their friends and family about their experience with a company during the application process. What would they say about yours?
The key to a strong interview process is a well-thought-out plan with specific steps and follow up procedures. It doesn’t have to be complicated, but it does need to clear for everyone involved what the next steps will be. In the U.S. the average interview process takes about 23-24 days and has 3-5 rounds. It could look something like this:
Round 1: Screening Interview
This is where you will determine if the candidate has the basic qualifications that you are looking for and tell them a little bit more about you and your open position. Typically, this is run by a Hiring manager or Recruiting partner. Some common questions might be; “Tell me about you current job responsibilities?”, “What is you experience in working with X software or skill?”, “What are you looking for in a next step in your career?”
Feedback is provided within 24 hours
Round 2: Team interview/ Technical Screening
It isn’t enough for a prospective new team member to have the right skills. They need to also blend well with your current team while also adding that missing ingredient. Typically, this is run by a direct manager or supervisor. THIS IS NOT THINKING ABOUT WHO YOU WOULD GRAB A BEER WITH! I have worked amazingly with people I didn’t really like outside of work and conversely been super unproductive with people I have close friendships with to this day. In this round you are looking to see who will complement the work environment your team has created and add to its productivity.
Also, at this step some clients like to include an assignment or technical screening. My rule of thumb with this is any homework done during the interview process should take NO MORE than 2 hours to complete. Remember, it’s a competitive market and people are not typically inclined to working for free.
Feedback is provided within 24 hours
Round 3: Cultural interview/Interview with an Important person
By this round you have probably decided whether the candidate is a good fit skills wise, now we need to make sure they are a fit to your company culture. Of course, you must be clear on what those are before we get to this step. Think about how those core values show up in the day to day of your company. How are they personified? Create custom questions to gain a better understanding on if that candidate shares those core values. This round should be run by someone high up in the organization, like a VP or high level manager. Feedback or Offer is provided same day
Keep all these steps and supporting documents in a safe place and review them quarterly. Make sure everyone involved in the process knows the process and understands the timeline. A CareerBuilder report revealed 82 percent of candidates expect employers to provide a clear timeline for the hiring process and keep them updated throughout the process.
If all this seems overwhelming or time consuming, reach out to a recruiting partner! We have the specialized tools and experience to help you create a process that works for your team and can be replicated over time.
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