It is incredibly common for hiring managers to lack a standardized, consistent hiring process. Hiring managers often create their own interviews and tests that help them determine the best candidates for their open positions. Unfortunately, this allows more room for error. Standardizing the hiring process leads to better quality hires and increased productivity.
If hiring teams refine their interviewing processes and evaluate candidates along the same parameters, they increase their ability to determine the candidates’ most suitable fit among various roles. Interviewers will also check off adequate topics when asking their questions, leaving no loose ends when it’s time to make their decisions.
Driving Consistent Results
Non-standardized interviews lead to random, untracked results. In order to evaluate the metrics surrounding candidates and their qualifications, there needs to be a uniform and organized approach to the interview. When questions and talking points are addressed in every individual interview, it’s easier to get predictive analytics to make more effective and impactful decisions.
Hiring managers can decide what criteria are most crucial ahead of time, and throughout multiple interviews, they can determine the criteria that correlate with the best hires.
Get Everyone on the Same Page
Candidates have a positive hiring experience when they see that everyone in the company appears to be in alignment with the company’s hiring goals. Structuring interviews with systems that allow for better distribution of information, feedback and communication allows for a smoother process. Leadership and human resource teams should all be aware of the desired outcomes of each interview, as well as each candidate’s experience and position for which they’ve applied.
This is especially important if the hiring process involves multiple, tiered interviews for the available positions. If it appears that different levels of management don’t communicate well, high-quality candidates may be discouraged and look for opportunities elsewhere.
Make Faster Decisions
By creating uniformity within the interview process, candidates that are less qualified can quickly be eliminated. This leaves more room and time for qualified candidates to display their skills and demonstrate why they’d be best fit for the role.
It’s common for several people to be involved in interviewing candidates, which can make it more difficult to practice efficiency. However, standardizing interviews allows for universal questions, feedback, dependable scores and time-sensitive interviews, which provide more accurate comparisons of candidates. Without murky details, hiring managers have the ability to see metrics clearly and make confident decisions at each stage.
Enhance the Candidate’s Experience
Businesses need to provide a comprehensive experience for each candidate. They should ensure that candidates receive the same amount of time with each interviewer, and the same set of questions with each phase. Ultimately, they should remove any potential room for bias by providing thorough training for interviewers and hiring managers, teaching them how to have consistency with their feedback and scoring of each candidate.
Also paramount, is documenting each decision in order to track the results and certify that each candidate has been graded fairly. If candidates have a great experience and feel they received fair treatment, companies are far less likely to lose them from being underprepared or less organized.
Candidates who don’t make the cut also benefit from a standardized interview process. They don’t have to wait to hear back about the company’s decision not to hire them. The fast decisions and fast communication presents a more pleasant experience for the candidate, even if it simply means their rejection comes swiftly and allows them to move forward with their job search.