how to structure your interview process

How to Structure Your Interview Process

#interviewskills@Entelo @Lever

Wednesday July 13, 2016

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Kiran DhillonContent Marketing ManagerLever@kirandhillon4

Thanks for joining us!

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Our featured speaker

Amina MoinuddinSenior Business Recruiter at [email protected]@Entelo


Why talk about this?


83% of talent say a negative interview experience can change their mind about a role or company they once liked

87% of talent say a positive interview experience can change their mind about a role or company they once liked

4 stages of successful interviewing

Outreach


1. THE HIRING MANAGER KICKOFF 2. THE INTERVIEW

3. THE DECISION 4.THE CANDIDATE FEEDBACK

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1: THE HIRING MANAGER KICKOFF


Hiring Manager Kickoff

Goal of a kickoff meeting: Alignment between hiring manager, recruiter, and interviewer team

1. Understanding the role

2. Understanding who the ideal profile is

3. Creating an “Employee Value Proposition” (EVP) for the role

4. Nailing down logistics


1. Understand the role

❏ Example questions:

❏ What is the reason for opening this role?❏ If this role already exists at the company, what are some successful traits the current

employee has that we would like to see in future candidate?

❏ How will this role impact the company?

❏ What experience are you looking for?

❏ Define success for this role? (metrics they will be measured on?)

❏ What are some challenges this role may face?

❏ What are some projects and goals they will be taking on?

❏ What teams will they be working with internally?#interviewskills@Entelo @Lever

2. Understand who the ideal profile is

❏ Example questions

❏ What have they accomplished in their career already?

❏ What are the types of companies you want to see candidates from?

❏ What are some job titles this candidate might have?

❏ Give examples of people who are already currently in this role from your company or other companies that are an ideal fit. Walk through their profile and explain why they are a good fit.

❏ Understand “must haves” versus “nice to haves”.


3. Create an “Employee Value Proposition” (EVP) for the role

❏ An EVP is what the organization give the employee in exchange for their performance and productivity


❏ What makes this role unique?

❏ What is our company brand?

❏ Why would a candidate be interested in this role?

❏ What type of impact will the candidate have on the organization?

❏ Anything role specific that would be really interesting to the candidate.

❏ Example: we are hiring for a Director of Demand Marketing and this person will own the largest budget at Entelo, have ownership not only of demand generation but all demand marketing programs, which people don’t typically get the experience to do so at a director level.


4. Nail down logistics


❏ How many stages in the interview process?

❏ Are there any homework assignments or presentations? ❏ What are instructions?❏ Who will be grading this and what will be the rubric?

❏ Who is on the interview panel?❏ How long is each interview?❏ Who are back-ups if scheduling is an issue?

❏ Compensation information❏ Cash & Equity


Don’t forget to set expectations with the candidate, too!

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1: THE INTERVIEW


Determine interview focus areas


❏ Identify most important traits, skills, qualifications, and experiences.

❏ Identify what “culture fit” means for you and your company.

❏ Identify who are the right people to be evaluating each focus area.❏ Example: Sales manager evaluates on sales experience and sales skills while sales rep

evaluates on personality traits/culture fit.

❏ Assign focus areas for each stage in the process to ensure you are evaluating candidates efficiently, fairly, and to leave interviews with the ability to assess candidates in different areas.


Interviewer kick off

❏ Prep your interviewers:

❏ Walk them through why you’re creating a structured interview process and how it is beneficial for them and the candidate.

❏ What is the role and why is it open?

❏ Who is the ideal candidate? (give examples)

❏ What are the focus areas and who will be focusing on what? (provide sample questions)

❏ What is the interview process? (stages, expectations)

❏ What are you looking for in feedback?


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3: THE DECISION


Implement Your Process: Make quick, objective decisions

Written feedback

❏ Interviewers must add feedback into Applicant Tracking System (ATS) day of interview

❏ Feedback should provide:

❏ Specific examples/notes regarding focus areas assigned

❏ Pros❏ Cons/concerns❏ Recommendation for next steps


Verbal feedback

❏ Debrief meetings after candidate comes on-site and meets with multiple interviewers

❏ Interviewer must add feedback in ATS before debrief meeting to prevent bias feedback❏ If you have not added your feedback, you

can spend first 5 minutes adding feedback

❏ Roundtable discussion regarding candidate- allows for calibration, transparency, and consistency for all candidates

❏ Ideally decision is made at the end of the meeting (next step, decline, or offer)

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4: CANDIDATE FEEDBACK


Always Be Improving: Collect Candidate Feedback

Collect it

❏ Send a survey after the first on-site interview

❏ In the survey :

❏ What department did they interview with? (important to break this down)

❏ How likely would they recommend your company?

❏ Ask specific questions regarding their experience at the company, with the interviewers, and the recruiting team


Give it

❏ Share feedback with recruiting team, hiring managers, and department heads

❏ Important to break down by department in order to see which departments are doing the best or which ones need the most improvement

❏ Take feedback seriously and implement changes

in interview process and recruiting efforts

3 ways to improve your process in Lever

1. Improve candidate experience with automatic interview

reminders

2. Set up robust interview kits for each role so your

interviewers look like they know what they’re doing.

3. Make quick decisions with automatic feedback reminders


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Thank you! Questions? Request a demo at www.lever.co

Amina MoinuddinSenior Business Recruiter at [email protected]@Entelo

how to structure your interview process

Recruiting & HR