Digging into our latest ebook, I’ve complied a list of five common challenges found in the interview process and some solutions for each. For a more in-depth look of these problems, and how to conduct better interviews, check out The Savvy Interviewer’s Guide to Conducting Successful Interviews.
5 Common Challenges in the Interview Process — and Their Solutions
1) Interview Rounds Tacked on at the Last Minute
Stick to your interview process that has been determined at the search kickoff. Of course, there will sometimes be cases when you need to add additional candidate meetings should the point person or hiring manager feel that’s what is needed to close the deal. Another exception could be if a candidate asks to speak with a peer and/or hiring manager for more information.
Aside from these, the progression should be set and adhered to.
2) You’re Getting the Bare Minimum in Terms of Feedback
Prepare each interviewer by providing them with an interview scorecard and letting them know you will be looking for specific examples based on each of their ratings. Also let the interviewers know that they will be held accountable for their ratings and expected to provide explanations!
3) A General Lack of Consistency: Interviewers Are Looking for Different Things in Each Candidate
Using their scorecard, interviewers should rate candidates based on the specific criteria listed. They may have an overall view on what is needed in a candidate, but they still need to report back using the scorecard criteria. Additionally, it is critical for the hiring manager or point person to go over the specific expectations of the role and of the candidate when they kick off the search.
4) Interviewers Are Defaulting to a More Senior Member of the Team
Before facilitating a discussion with the interview team, be sure to get feedback from each interviewer separately. This will allow for unbiased feedback from each individual, rather than having a group discussion in which biases may come into play.
5) Feedback is Delayed
When the interview team is selected and informed of their role in the search, the hiring manager should get a commitment that each member will provide feedback within 24-48 hours of an interview. Should that feedback not be provided, the point person should consistently follow up and involve the hiring manager until the feedback is obtained.
These are just a few tips to help you develop a more efficient, effective interview process. For more advice, along with checklists and scorecard templates, download our free eBook!
What challenges does your company face in interviewing? Let me know and I’ll be happy to come up with a solution.