There is a persistent image of the recruiter that the industry just can’t seem to shake: a lone wolf with a Rolodex and a phone, hunting down “heads” for a quick commission. It’s a cinematic trope, but in the modern business world, it’s a total misconception.
If you view recruiting as a simple transaction, you’re missing the forest for the trees. In reality, high-level recruiting is a professional service; a complex business operation built on infrastructure, strategy, and long-term partnership.
Stage 1: Nail the Preparation
A successful interview starts long before the candidate walks through the door, focusing on creating clarity and minimizing bias.
- Create an Attractive Job Description
- Sell the Opportunity: Provide information about the organization, its development, and how crucial the role is to the business.
- Add “Icing On the Cake”: Detail the compensation range, perks, and benefits available, such as 401k, pension plans, or automobile allowances.
- Create Understanding: Outline the essential tasks and responsibilities, the hiring manager’s approach, and how the person will contribute to the team.
- Inform Your Internal Team: Ensure the job description clearly outlines the basic requirements and skills so the interview team understands the key selection criteria.
- Sell the Opportunity: Provide information about the organization, its development, and how crucial the role is to the business.
- Organize the Interview Team
- Utilize a team of at least three interviewers to provide varying perspectives and help eliminate biases. This method improves accuracy and minimizes first impression biases by changing voting from “yes/no” to evidence-based assessments.
- Use a Selection System Matrix: This tool allows you to objectively compare candidates’ qualifications to the job requirements and to each other based on established criteria. Assign each interview participant to a single targeted dimension, ensuring coverage of critical skills and behaviors.
- Utilize a team of at least three interviewers to provide varying perspectives and help eliminate biases. This method improves accuracy and minimizes first impression biases by changing voting from “yes/no” to evidence-based assessments.
Stage 2: Execute the Interview
The interview is your chance to gather evidence against the established criteria.
- Interview Essentials (Preparation): Before the interview, all interviewers must have the Candidate Resume, Interview Schedule, Job Description, Selection System Elements Matrix, and Interview Evaluation Form. Review the Job Description and Selection System Matrix to understand how your assigned focus areas relate to the position’s requirements.
- Create the Right Environment:
- Put the candidate at ease by introducing yourself and your role, and starting with simple questions.
- Describe the purpose of the interview and the nature of the position (e.g., why it’s open, department objectives).
- Explain the process: Indicate that you will be taking notes and will leave time for the candidate to ask questions at the end.
- Place your phone on “Do Not Disturb”.
- Put the candidate at ease by introducing yourself and your role, and starting with simple questions.
- Interview Best Practices:
- Stick to the 80/20 Rule: Allow the candidate to do the majority of the talking, aiming to speak for only 20% of the time.
- Ask Behavioral Questions: Focus on open-ended, situational, probing, and behavioral interviewing styles to get candidates to discuss your assigned Selection System areas in depth.
- Sell Your Company: Allow the candidate to ask questions—it’s an excellent opportunity to sell your company, recognizing that great hiring is a two-way street.
- Stick to the 80/20 Rule: Allow the candidate to do the majority of the talking, aiming to speak for only 20% of the time.
- Identify Exceptional Talent with 5 Characteristics: Focus your questions around these five dimensions to identify employees who fit your culture and work environment.
- Learning Centered: Focuses on professional interest, career ambition, and self-development.
- Self Management: Covers self-organization, management, decision making, and attention to detail.
- Goal Oriented: Assesses work standards, behavioral flexibility, and tenacity.
- Interpersonal Skills: Evaluates controlled demeanor, adaptability, and tolerance for stress.
- Character Traits: Measures acceptance of responsibility, truthfulness, and integrity.
- Learning Centered: Focuses on professional interest, career ambition, and self-development.
Stage 3: Make the Right Decision
The final stage ensures efficient decision-making and eliminates hiring bias.
- Post-Interview Procedure:
- Set Expectations and Follow Up: Be clear about when and how you will let the candidate know about a job offer, and always follow up when you say you will to maintain professionalism.
- Complete Evaluations Immediately: Fill out your Interview Evaluation Form as soon as possible to ensure you don’t forget important details.
- Set Expectations and Follow Up: Be clear about when and how you will let the candidate know about a job offer, and always follow up when you say you will to maintain professionalism.
- Facilitate a Group Discussion:
- To avoid a stalled hiring decision, the interview team should hold a recap meeting to discuss notes and recommendations.
- Ensure interviewers are evaluating candidates against both job-related and behavioral skill sets.
- The evaluation process should be based on rankings rather than solely subjective thoughts and feelings about a candidate.
- The person leading the recruiting process (hiring manager or HR) should receive all evaluations and facilitate the final decision-making meeting.
- To avoid a stalled hiring decision, the interview team should hold a recap meeting to discuss notes and recommendations.
