Developing a Hiring Process After the Interview

Developing a Hiring Process After the Interview 600 400 Balance Point Team

Interviews are stressful for the interviewer as well as the candidate. While it may be tempting to breathe a sigh of relief once the candidate leaves the building, make it quick because the crux of the hiring process is about to begin. What happens next can make the difference between hiring a superstar vs. someone who is sub-par.

Having a well-thought-out process in place following the interview is crucial. This consists of two stages.

Evaluate the candidate

Asking each candidate the same, predetermined questions and formally documenting their responses will help immensely with your post-interview assessment. Beyond what’s included in your formal evaluation form, you should consider the following:  

Was the person prepared? Did you get a good vibe?

Did they bring along the basic items necessary for an interview? A resume? A method in which to take notes? Did they research the company? If so, how well?

Did they go the extra step and check out the company’s social media pages, press releases, and competitors? Anyone can peruse a website and recite it. An ideal candidate will take the time to get to know the industry, company, and its culture.

Are they a good fit for the position AND the culture?

Hiring managers often make the mistake of hiring solely based on skills and not the person’s fit within the company. You can train on job skills, but you can’t change someone’s attitude.

Take a cue from online retailer Zappos. They take the concept of cultural fit very seriously. Each candidate receives a thorough core values assessment interview which carries half the weight of whether or not they are hired. They even published a how-to guide on the subject to help other companies in their efforts.

Determine next steps

Once you’ve identified candidates you wish to pursue, you need to determine how to proceed. Ask yourself the following:

Did the person seem interested?

Spending time evaluating a candidate is worthless if the person isn’t interested in the position. Certain actions can clue you into whether the candidate is a serious contender. Did they request more information about the company? Did they ask for your business card? Did they inquire about the next stages of the process or when they can expect to hear back?

Most importantly, did they send a thank you? In a Business Insider article, Executive Managing editor Jessica Liebman reveals her simple rule for interviewing candidates: Don’t move forward unless they send an email thank-you. After many years of interviewing she’s learned that a candidate who doesn’t send one probably doesn’t want the job in the first place.

Is there anyone else at the company they should interview with?

A second interview presents a chance to have a deeper conversation with the candidate. It also allows you to introduce the candidate to others within the organization, often someone higher in the organization or other employees who they would work closely with.

On average, a candidate must go through two rounds of interviews before receiving a job offer or a rejection. If a decision can’t be reached by that time, experts warn it’s likely that your hiring process is flawed. 

Don’t Go at It Alone

Managing what happens after an interview–and the entire hiring process–can be overwhelming. With Balance Point’s applicant tracking system you can navigate it with ease. Our HR experts can help you develop reliable hiring practices so you can identify, attract, secure, and retain the top talent in your industry. Schedule a consultation with one of Human Capital Management Experts to learn more.

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