How to Improve Your Interview Process

Tech companies like Google are famous for their difficult job interview process, and many other corporations have followed suit. From brain teasers to group interviews and behavioral questions, businesses use different techniques to find the best possible hire for their openings.

But first.

What is the interview process?

The interview process is a multi-stage process for hiring new employees. The interview process typically includes the following steps: writing a job description, posting a job, scheduling interviews, conducting preliminary interviews, conducting in-person interviews, following up with candidates, and making a hire.

How to Improve the Interview Process

Throughout the interviewing process, there is much debate by industry professionals on what are the best ways for businesses to improve their interview process. And by improve, we mean attract and make better hires. One theory, is that harder job interviews actually lead to better job matches? It turns out, yes. Candidates who go through a rigorous interview process often times perceive that the company places a high value on finding employees who are a good match for both the position and the company culture. Take a closer look at what really makes a job interview challenging here.  

Want to improve your company’s interview process? Here are some screens you should implement:

The Phone Screener

Phone interviews are an easy way to screen job seekers. They save time and money that would otherwise be spent sifting through hundreds of applicants, and paying someone to screen them face-to-face. Phone screeners allow you to vet a candidate, and make sure they are a strong match skill-wise before you decide to have them come in.

The Group Panel

By meeting with a variety of people, candidates get a comprehensive picture of the culture and the job itself, and team members get a strong sense of the contribution the job seeker will make as an employee. Make sure you prepare interviewers with job description and resume. Also, don’t forget to identify a panel leader, and assign roles to each interviewer based on job function and/or expertise.

The Skill Test

Behavioral questions allow you to find the best fit for each role, and help you hire employees who can drive innovation, productivity, customer satisfaction and profits. Determine test objectives, e.g. personality, values, skills, etc., and decide how candidates will be moved forward or eliminated based on the results.

The Candidate Presentation

Team members will get a sense of contribution, skills and personality during a job seeker’s presentation. However, you will need to make sure to be specific about the presentation topic to the candidate, and also determine objectives for evaluation of the presenter with the team. And don’t forget to solicit feedback via a scorecard or a post-panel debrief.

While adding extra hoops for candidates raises the perceived difficulty of job interviews, it also slows down the hiring process–which can lead to costly hiring delays and candidates lost to the competition. Before adding additional layers to interviews, it’s important for employers to assure that each new screen actually helps identify great candidates, and doesn’t just make interviews harder without any offsetting benefit.

Finding candidates who have the right skills and who are also great culture fits with the ability to weather adversity, manage stress, deal with ambiguity, work constructively as part of a team, and demonstrate resourcefulness will serve you well in both the short and long term. Glassdoor’s recruiting solution is a perfect tool to attract high-quality candidates to make your interview process more productive. After you attract high-quality candidates, it takes a little planning ahead — choosing what interview format you’ll use, what questions to ask, and who will ask them — but the payoff is high.
Finding the right fit for each role will drive innovation, productivity, customer satisfaction and profits. Learn more about conducting better interviews