A structured interview process follows a straightforward framework. The main parties involved in the hiring process (usually the hiring manager and their partner from the talent acquisition team) begin with a kickoff meeting. During this working session, they determine the answers to three key questions:
- Who are we trying to hire?
- How will we evaluate the candidates?
- What will the interview process look like?
There are several benefits to using the structured approach to interviewing. It significantly impacts your chances of making the right hire since you’ve taken the time to define what you’re looking for up front. It helps you think long-term rather than focusing on immediate needs because you’ve defined what a successful hire would accomplish during their first year in the role. It limits the role ofbias in the decision-making processsince you’re focusing on candidates’ skills rather than their educational background or previous companies they worked in. And it creates a better candidate experience since each interaction with a candidate has a clear purpose and structure. To learn more about the benefits of structured interviews,看到这篇文章.
To conduct a structured interview, you’ll need to spend some time creating a holistic view of your ideal candidate. Beyond deciding the role name, department and direct manager, you’ll outline the business objectives you’re trying to meet with this role and what a successful hire will accomplish in their first 30 days and year on the job.
Once you have a clear idea of who you’re trying to hire, you can use that information to clearly define the hiring criteria for the role by listing out the required skills, personality traits and qualifications.
If you’d like more guidance on setting up your own structured interview process,这个互动工作簿will walk you through each step.
Structured vs. unstructured hiring interviews
另一方面，非结构化的访谈给人数很多。似乎您相信您的招聘团队负责招聘，但大多数人并不自动知道如何面试。这是一项需要实践和开发的技能。除了缺乏对访调员的培训和支持以及非结构化访谈的支持外，您还冒着引入招聘偏见的风险。雇用偏见到底是什么？这是人们在招聘过程中采取心理捷径的方式，通常可以忽略合格的候选人，而转而支持任意因素，例如候选人参加的哪个学校，而不是他们担任该职位的技能。依靠这些心理捷径意味着雇用经理和招聘人员都更容易犯错。在做出有关人的决策时，我们需要特别谨慎。您可以阅读更多有关overcoming hiring biason the Greenhouse blog.
Another risk with unstructured interviews is that interviewers might all ask the same questions, resulting in some that are unrelated to the job or the candidate’s skills – or in the worst-case scenario, they might even ask questions that are illegal (even if this is not their intention). Unstructured interviews can leave candidates feeling like they’re not being respected, taken seriously or given the chance to accurately represent themselves.
When was the last time you were involved in making a hire at your company? Think for a moment about…
How well do interviews actually determine a candidate’s likelihood of success on the job? It all…View all guidance