If you don’t know what you’re looking for, it’s extremely difficult to find it. Yet many of you will be heading into to interviews this week without a structured approach to your assessment.
Structured interviews, in which the same questions are asked to each candidate, scored, and compared, are proven to be twice as effective as unstructured interviews in predicting the success of candidates once they are in a role. Less than 50% of interviews are conducted in this way, however.
It’s true that it takes a little more time to prepare, and at least half of you won’t be used to this approach, but doubling your effectiveness must be worth 30 minutes of your time, right?
Structured interviews will enable you to hire better people with more confidence that you’re making the right decisions – here’s how to get started:
- Write out a set of evidence-based questions derived from the skills and competencies required for the role. If there are several people in the decision-making chain, you may need to get agreement on these. Ask these stock questions to every candidate, along with follow up questions as required.
- Draw up a scorecard so you can assess the quality of the answers you receive – a 1 to 4 scale is best, as it removes the middle number which allows interviewers to sit on the fence. Again, some discussion around what constitutes a good answer may be useful.
- Add up each candidate’s score and make an offer to the one that comes out on top. Giving equal weight to each area means you’ll end up with the best all-round candidate.
This doesn’t need to be a script, and spending ten minutes before each interview reviewing the candidate’s CV for specific questions tailored to them will allow you to make fuller assessments, but try it out – you’ll be surprised how effective this approach can be.
About Tom Froggatt
Singular Talent is led by our Director, Tom Froggatt, a highly experienced Life Sciences Recruitment and Executive Search consultant, with a strong track record of building teams, developing talent and creating outstanding hiring experiences.
With over 250 personal placements to his name, 1500+ assignments successfully delivered by his teams and a strong track record of both developing new business and moulding highly competent recruitment consultants and leaders, Tom is dedicated to Making Hiring Better by supporting the careers and helping build the companies of those we work with.
Get in touch with Tom at firstname.lastname@example.org.