Next, develop a consistent interview experience. Let’s break this up into three sections which include; before the interview, during the interview, and after the interview.
Let’s discuss before the interview. Prepare your team. Your team should know that you’re hiring. That way they can help you recruit potential hires. But the bigger part of preparing your team is letting them understand your vision for your next hire. How will that affect everyone’s roles? It’s super important that everyone on your team knows their role. So, if you anticipate this changing in any fashion due to the vision for your next hire, you should communicate this vision prior to the hire. That way the team understands what their new role is, or at least what your goal is. This will avoid a lot of confusion down the road.
Next, prepare materials. You’ve been printing and customizing your resources for this course. You may also have other resources you would like to incorporate in your hiring process. Go ahead and get your binder and laminate or use page protectors to standardize your process for interviewing. This will help you stay organized and help you to continue to improve on this process.
Finally, prepare your interview panel. Ensure anyone participating in your interviews knows what questions they will be asking and what their role will be during the interview process.
Next, during the interview. This includes a standardized set of interview questions. Each applicant or candidate should be asked the exact same set of questions to fairly give them an opportunity to provide value and how they will contribute to your company. This will also allow you to rank them equally as you’re sifting through and filtering out candidates that you want to continue to interview, or candidates that you’re going to set aside for the meantime.
During the interview, you’ll also want to assess the following points based on these standardized set of questions; knowledge, experience, skills, education, and fit for the culture. Many times, candidates are hired because of their skills, but they leave because they don’t fit in with your team.
Last, after the interview. Rank the candidate based on your standardized set of interview questions and assessments on knowledge, experience, skills, education, and fit for the culture.
As you’re interviewing up to five candidates for this position, ranking them will help you remember what you valued about each candidate or what you did not value. Incorporating a ranking system will help make your selection much easier.
Selection criteria. Confirm with your interview panelists the key points of criteria that you’re looking for to fill this position. Discuss this immediately after the interview and list any pros and cons of each applicant during this process.
Communicate with your candidates. We’ll show you how to communicate by sending regret letters and also how to send an acceptance letter. This is a common courtesy that we need to extend to each candidate that we interview. In addition, we want to maintain a positive relationship with each candidate in the event they would apply in the future or become a patient of ours, if they aren’t already.
We covered before, during, and after the interview process. We want to keep this process as consistent as we can. Next, let’s look at the organization.