Tired of wasting time playing email and phone tag with candidates when trying to a schedule phone interview?
Automated interview scheduling tools make it easy to save hours of time without breaking the bank. Continue reading
We obsess over helping companies improve their job interview process.
In order to be good at this type of work, we have to study the companies who do it well — as well as the companies who do it poorly.
But how do you know which companies excel at delivering a great interview experience and which companies can’t seem to get it right?
Well, the best source of this information is to ask candidates.
And when it comes to obtaining public, real-time feedback from candidates, there’s no better place to look than Glassdoor.com.
Get the full data from this research project here: http://bit.ly/glassdoor-foodbev
Recently I was listening to a podcast called EconTalk featuring Kevin Kelley as a guest.
Kevin is the founder of Wired Magazine and is often referred to as a guy who predicts the future — not in the Nostradamus sense, but from a technology perspective.
Kevin has a new book out called The Inevitable. It’s about how the world will change in the next 20 years. In his book and on the podcast, Kevin said something that really caught my attention as it relates to interviewing. To paraphrase, he said:
When you look at the job candidate above, what do you see?
Do you see a confident, high-performer, ready to ace the interview?
Or a timid young girl with no confidence?
No matter what you saw, you probably had an opinion, right? It’s a natural human response.
The problem with first impressions is that interviewers make fast judgements on candidates — often times in the first few seconds of meeting them. And whether they know it or not, they’ve already made their hiring decision before the first question is even asked.
The interview process at most organizations is inconsistent, error prone and riddled with hidden costs. Rarely do companies have a documented plan of how to manage all of the complexities involved with delivering a consistent experience. And with so many stakeholders involved — Recruiters, Coordinators, Candidates, Executive Assistants, multiple Interviewers, etc. — the likelihood that something will eventually go wrong is high.
An interview evaluation form, also known as a candidate evaluation form, is a tool designed for hiring teams to report their feedback about a job applicant after a round of interviews.
At your company, does your hiring decision process include a post-interview candidate debrief meeting?
OR…do your interview teams do one of the following…
Interview guides are a great way to improve your hiring process. They provide hiring managers and the entire interview team with a consistent format for assessing talent. And, if you use them correctly, they can help you reduce your chances of asking an inappropriate question to your job candidates during an interview. Let’s look at some of the components of a great interview guide.
FIRST — DOWNLOAD A COPY OF OUR INTERVIEW GUIDE TEMPLATE! (CLICK HERE)