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Interview Process Recommendations
Recruiting & Staffing
Interview Process Recommendations
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
I recently assessed a hiring interview process. I thought I would share a couple of key points to improve the process and help others avoid turning the interview process into a popularity contest. The
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Forums » Topic Forums » Recruiting & Staffing » Interview Process Recommendations
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Interview Process Recommendations
posted at 1/5/2011 3:25 PM EST
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Posts: 10
First: 8/6/2010 Last: 3/5/2011 |
I recently assessed a hiring interview process. I thought I would share a couple of key points to improve the process and help others avoid turning the interview process into a popularity contest. The first point is to create a rubric grading system for work-sample tests when a standard numeric score is not feasible. This alleviates a first person narrative of the test, from which interviewers can form biases for or against the candidate. Secondly, create a weighted matrix scoring system for the interviewers. This will help HR staff keep the interviewers focused on which traits are the most important. It also sets the priority of which factors are most critical. For example, a technical job should have a weighted scale for work-sample tests. A marketing manager should have more weight placed on communication skills and an expatriate assignment should have more weight placed on cultural intelligence. Using a weighted matrix will provide a more objective evaluation of the “Whole person†as opposed to a large amount of subjective evaluation factors, based on the interview. I hope this is helpful. |
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