How to design an interview process that empowers team members to thrive before they join!
Before you start interviews - write down exactly how you will manage the hiring process for this role. The hiring process can be different for different roles, as needed. Check out notes on this in the Prep Work - 6 key things to consider before you begin page for insight into the key considerations when setting out an interview process.
Tips:
<aside> 🔩 Actively encourage and expect team members to take part in interviews. This is a vital skill they will need at later stages. Share links about good interviewing tips team wide.
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<aside> 🔩 Let the candidate know a little about your style of interviewing "I will take notes throughout, so please don't be offended if I'm typing my chat tools are switced off. I'm listening to you'.
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<aside> 🔩 Share an overview of your interview process with the candidate - at the start of each meeting. Setting the context for where they are at and what to expect if they are successful in reaching the next round.
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<aside> 🔩 Remember how nerve wrecking interviewing can be for candidates.
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<aside> 💡 This is your opportunity to set the tone for what to expect at your company. How can you help the candidate fall in love with the opportunity?
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This is the opportunity to confirm what you are looking for in the role,and importantly also an opportunity for the candidate to confirm if the company has what they are looking for in their next role.
Ask questions to qualify if this person shares the same values/cultural fit. Do they have the behavioural traits needed to succeed in your business. Do they have the experience needed to thrive in this role?
Leave time for them to ask you questions also.