5 steps to successful interviews
In this blog we look at some key areas to focus on when building a successful interview process.
5 steps to successful interviews
Using Stryve Interview packs for your interview process will improve hiring success and retention rates!
You talked to 100 candidates and found the perfect person for the job. They had the right skills, experience, and attitude. You're convinced they'll be a success in the role. But then, they flop in their first performance review. What happened?
It's possible that your hiring process wasn't as strong as it could have been. One key element of a successful hiring process is a structured interview. Read on to learn more about how structured interviews can help you hire better employees who will excel in their roles.
Define what a structured interview is
A structured interview is essential for success, retention, and fairness within the workplace. A structured interview is a planned conversation between two parties that focuses on criteria identified to determine a successful hire or employee for the position. The primary purpose of a structured interview is to have consistent information-gathering techniques across all applicants to draw out relevant experiences and qualifications. As each applicant is asked the same questions, it helps ensure that decisions are made objectively and maintain an overall sense of fairness when completing final decisions. Ultimately, a structured interview process can lead to preferential outcomes in terms of team recruiting while also helping with both short-term and long-term employee retention and development goals.
The benefits of using this type of interviewing
Using structured, "best practices" interviewing provides real and tangible value for employers. When used effectively, this type of interviewing helps to promote fairness by removing any personal bias in the hiring process, allowing applicants to be judged solely on their relevant qualifications, education and experience. Additionally, being able to provide feedback based on tangible evidence rather than more intangible "feelings" provides a better way for employees and those involved in the decision-making process to understand the strengths and weaknesses of applicants during the hiring process. Using these best practices will ultimately result in higher-quality hires.
How to go about conducting a structured interview
When it comes to conducting a structured interview, preparation is critical. Scoring each candidate according to the same criteria helps ensure the hiring process is fair and accurate. It's also helpful to establish the questions in advance and ensure they align with the job requirements. One approach that's often used is the "STAR Technique," where candidates are asked to detail their skills, talents, and successes within a Situational-Task-Action-Result format. This gives insights into how well they understand their skills and how their values can fit in with your company. It's essential to stay focused on the core issues throughout the interview process and always follow up for further details if needed.
What kind of questions to ask during a structured interview
Crafting engaging and thought-provoking questions for a structured interview can be challenging. It is crucial to think carefully about each question you ask, as this will affect the quality of the responses you receive. For example, structured interview questions may include inquiries that focus on how a person handles pressure, how they handle mistakes, what motivates them to perform their job well, and how they approach problem-solving. Asking follow-up questions can also be beneficial; this helps to gain an in-depth understanding of the candidate's experiences and values. Additionally, it helps ensure that candidates are being treated equally, as interviews should involve systematically asking all potential employees related questions. By making sure that you ask tailored yet relevant structured interview questions, you can ensure greater accuracy in your assessment of potential candidates for an open position.
How to evaluate the results of a structured interview
When evaluating the results of a structured interview, it is important to consider multiple aspects. Firstly, compare all candidates objectively by reviewing their answers and their overall performance during the interview process using Stryve - Applicant Tracking System (ATS). This should provide a comprehensive base of data to help you draw accurate conclusions. Secondly, consider gathering qualitative feedback from the interviewers who were present and incorporate this into your decision-making process. Ultimately, these two steps will assist you in making informed decisions when assessing the effectiveness of a given interview and its results.
In conclusion, structured interviews offer a valuable tool for recruiters to gain insight into candidates' competencies and help them find the best fit for their organisation. With some simple preparation and forward-thinking questions, they can provide immense value by enabling recruiters to assess existing candidates and make sensible decisions comparably.
Considering this, a specialised applicant tracking system like Stryve ATS could be a meaningful way to structurally interview potential hires and ensure that the right individual is placed in your organisation's roles. Give it a try today and experience the value of effectively structured interviewing for yourself!