The 5 Keys to a Best-in-Class Interview Process

The 5 Keys to a Best-in-Class Interview Process

We recently did a deep dive on why it’s so important to hire for values over skills. But if you don’t have a great interview process to begin with, the candidates you want – the ones that share your values – are not going to accept your offers.

If only you could build a process that finds you the right people and has them scrambling to say yes…

Well, read on!

crop businessman giving contract to woman to sign
Photo by Andrea Piacquadio on Pexels.com
  1. Transparency from the Start

Your candidates should know a fair bit about your process even before they apply. Why? It’s a natural filter to save your time and theirs. If your process takes 3 months and they need a start before then, no amount of interviews is going to make it a good fit. Or you may do rigorous reference checks, and candidates might need time to line those up. Think of this as a professional kindness.

Having a standardized process also shows that you’re limiting some biases. The opposite – a subjective flow – lets the interviewer decide who the candidate should speak to next, or possibly even to make the hiring decision right away. Stick to the process, and being transparent up front means you’re committed.

At Castle HR, we post our interview process directly as part of our job description. Candidates know exactly with whom they will be meeting at each stage so that they can do their homework. We also include a short description of each step and an estimate of the overall timeline.

“Scoring for values is the difference between a grocery list that says ‘get something for dinner’ and one that has an itemized list of ingredients for a four-course meal.”


flat lay photography of vegetable salad on plate

2. Value-Based Scorecards

This sounds simple, right? And using a scorecard should be – that’s the point. But how you create the scorecard is critical.

Scoring for your company’s values is the difference between a grocery list that says “get something for dinner” and one that has an itemized list of ingredients (with measurements!) for a four-course meal.

Interview scorecards – designed well – can also be a huge asset in removing bias. How you word your questions and how you teach your team to evaluate candidate responses cannot be neglected.

crop illustrator coloring apparel sketch at table

3. The “Show, Don’t Tell” Approach

Behavioural-style interview questions (“tell me about a time when you…”) are quickly moving out of fashion. They not only put candidates on the spot, they leave room for errors in memory and deception (no matter how well-intentioned).

Instead, design your process to have the candidate show you what they can do. The key here is to not ask for too much. They’re not working for free, after all.

Set a task that lets them show off their chops, and also allows for some creativity. This is a great opportunity to align the conversation around your values, too; a fun-loving team might put a goofy spin on the task so you can’t help but laugh together. Does the person take it way too seriously? Maybe they aren’t the best fit.

multiethnic colleagues discussing contract on paper

4. Empower Your People

This could arguably be titled, “Let decisions happen.” Don’t overcomplicate by requiring sign off from every executive unless the role really calls for that. Decide in advance who’s making the decision, and then let them.

A surefire way to lose a promising candidate is to leave them waiting, and waiting, and waiting. If the person who would decide is going to be on vacation, you should be able to know that in advance and deputize someone else.

This not only makes for a more efficient process that doesn’t trip and stumble over preventable details, it shows candidates that you’re serious about them! They’ll also see that you’re a company that trusts the people they hire. You want them thinking, “the CEO was away, but clearly has a lot of faith in their team – I want to be a part of that!”

brown and clear hour glass

5. Trust in the Process

When you build a good process it will find you quality candidates.

Earlier this year we released a video about eliminating ‘interview insecurity,’ where you think you’ve found the perfect candidate, but you just want to meet 5 more to see how they measure up.

Then suddenly that perfect candidate gets snatched up by your competition because they didn’t hesitate! This paralysis-by-analysis is a great way to lose skilled talent.

 

It’s time to sit back and let your interview process do its thing. That’s why you put so much effort into it, right?


Our fractional HR team is here to help guide you in creating a stellar interview process. Contact us today to learn how we can help.

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