How to design & run a great interview process

How to design & run a great interview process

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Summary

The interview process is essential to finding the right candidate for whatever role you are looking for. There are many aspects of this process that you can tweak to ensure maximum efficiency and success rate. We’ve accumulated the most important aspects you need to consider when inviting candidates to an interview. 

The interview process is essential to finding the right candidate for whatever role you are looking for. There are many aspects of this process that you can tweak to ensure maximum efficiency and success rate. We’ve accumulated the most important aspects you need to consider when inviting candidates to an interview. 

 

CREATE THE MOST EFFICIENT INTERVIEW PROCESS WHILE KEEPING IT EFFECTIVE

Why have 12 rounds strung out over 3 months? It wastes a huge amount of your time. And, chances are, by the time you’ve finished, your preferred candidate has taken something else. The best candidates always have options. A long process can suggest to them that you’re not particularly interested. See why candidate experience is so important here.

 

USE TECHNOLOGY TO STREAMLINE YOUR PROCESS.

Companies who start with a 15-minute video call with 10 prospective candidates (2.5hr investment) hire better than those who interview 4 in person for a 1st round. Why? There’s only so much you can conclude from a CV/cover letter/LinkedIn profile. So choosing which 4 to meet on the basis of a video call + paper is much more reliable than paper alone. Big companies can learn a lot from start-ups about using technology in the hiring process.

Most of our customers talk about “cultural fit” but how can you determine that from paper? Unless you are working with a retained headhunter who you’ve invited to meet and understand your company culture extensively, there’s no way that a 3rd party (agency) is going to be effective at screening for cultural fit, either. Simply put, they don’t work with you so how can you expect them to get it?

Golden Rules 

Our golden rule is that it’s better to do a 15-minute video call with 10-15 candidates than decide on 4-5 candidates to meet in person purely on the basis of paper. Experience shows that very rarely do your favourites ‘on paper’ remain the front-runners after an initial chat.
Be clear from the start as to what your interview process will involve. Our interview process is 4 stages:
  1. video chat (30 mins max);
  2. in person interview (1 hour);
  3. case study interview (2 hours and involving them talking you through their thoughts to a problem you’ve sent them in advance;
  4. social setting – lunch, meet the team etc;
  5. throughout this, we always give feedback as to why someone isn’t progressing to the next round (and it’s almost always appreciated).

If you’re interested in hire, get in touch here, or email info@movemeon to find out more.

 

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