Bringing on new talent to the team can be stressful, but when you take the time to develop your interview strategy and process, it doesn’t have to be. Here are some key “Do’s” and “Don’ts” when it’s time to interview candidates.
DO: Consider A Group Interview
Why: Holding group interviews provide multiple benefits. First off, you’re able to save time by having the first round of interviews all at once in the same location. Secondly, you’re able to see how each candidate reacts to stressful situations, and how they interact with others.
*We’ve got a ton of experience with group interviews in our 4-Hour-Hiring Process that we could write about forever… so if you have more questions on how to structure one – fill out the form at the end of this post or give us a call!
DO: Prepare Questions Ahead of Time
Why: Whether it’s the first interview or the last, preparation is key to consistent success. Taking time to write out meaningful questions beforehand will help you know which answers you’re looking to hear from the candidates. Another benefit of having your questions ready-to-go is that you’ll be able to compare answers from all candidates along the same scale, so no more, “oh shoot, I forgot to ask him/her ______.” Plus, if you are asking the same questions over time you will find you will learn more about the candidates as you hear different answers to the same question.
*Want some sample interview questions? No prob. Just fill out the form at the bottom of this post, tell us what kind of position you’re hiring for, and we’ll send some your way.
DON’T: Only Have One Person Doing the Interview
Why: It’s wise to have 2-3 people conducting each interview, as it allows you all to compare/contrast candidates afterward with your team. In addition, having a couple people by your side can help you capture things you may have missed during the interview. It is easier to pick up things about a candidate if you are not the one asking the questions. Allow us to put our legal hat on when we say: having more than just one person conducting any given interview can protect your company, should anything unusual occur.
DO: Score Your Candidates’ Answers
Why: Save time, and don’t miss out on hearing important stuff by scoring answers on a scale of 1 to 5, rather than writing down each answer. This is effective especially when comparing candidates with your peers after the interview. It will also help you later when making decisions on who to bring back for the second round.
*Need a template candidate scorecard? We’ve got you covered, just give us a shout.
DON’T: Disclose Pay in the First Interview
Why: We often see that employees who ask about pay in the first interview are shopping for a job, not a company to grow with. While we aren’t recommending to cross off those curious candidates from your list, respectfully let them know that pay will be decided later in the process, and make a note that they inquired.
DO: Follow Up With ALL Candidates
Why: Keep a good reputation by thanking your candidates for their participation, and letting them know their status in the process within a timely manner. Though you may not want them working for you at the moment, who knows what the future holds. Another point to consider: websites like glassdoor.com make it easy for future career hunters to see what past candidates had to say about their experience with your company. Think about it like Yelp for your candidate pool. Negative reviews can deter future talent from considering your organization for their next career move. Your best practice is to treat each candidate as you would a client, with the utmost respect and gratitude.
