Job seekers today are much more selective about where they choose to work than they used to be.
In fact, 49% of US job candidates have turned down job offers because they didn’t like how the hiring process was handled.
There are a few reasons a bad hiring process scares candidates away. It might be a mismatch between the reality of a role and what was advertised. A lengthy, drawn-out hiring process with little communication is another surefire way to turn candidates off.
But the thing that can hurt your chances of landing a talented hire the most is a disorganized and unprofessional interview process.
The interview process is more than a chance for you to assess a candidate’s skills and fit for the role. It’s also your chance to make a positive impression and prove to each job candidate why your company is a great place to work.
This is why a lackluster interview process can quickly turn away potential candidates who would have been the perfect addition to your team.
High-performing companies already understand this, and they’ve polished their interview processes perfectly. But don’t worry, you can learn to do this, too!
This guide will show you why structured interviews matter and how they can benefit you. We’ll walk you through creating interview tools and carrying out interviews that wow candidates every time.
What is a structured interview process, and why is it important?
A structured interview process uses the same methods to evaluate each candidate for a particular job. This includes asking the same set of job-specific questions and using assessment tools aligned with the job description.
Many interviewers believe they’re good at interviewing people casually and judging a candidate’s character on a case-to-case basis. And that might be true! But here’s the problem – no matter how good you are at it, this interview style can easily lead to bias, which can unconsciously lead to making a less-than-ideal hiring decision.
The advantages of structured interviews
Increased predictive validity
A well-structured interview process makes it easier to pinpoint the skills and cultural fit you want in a new hire. When you make informed decisions backed by data, you’ll improve your odds of finding good-fit candidates.
Fair process
In structured interviews, every candidate is asked the same questions in the same order, guaranteeing complete fairness. Studies show that structured interviews level the playing field for every candidate, particularly benefiting candidates from varied backgrounds.
Legal compliance
Whether you mean to or not, when you approach each interview differently – asking different questions in a random order – it can lead to unfair treatment of candidates based on their race, gender, or age. But a structured approach using consistent criteria shows you’re committed to fair hiring and reduces legal risks.
Time savings
Planning structured interviews takes time. But it’s worth it to offer your candidates a high-quality interview experience that aligns with their expectations and makes them eager to join your team. Investing the time to hire the right candidate now will save you the time of training a wrong-fit candidate – or hiring again to replace them – down the line.
Cost efficiency
Hiring the wrong candidate not only costs you time in training or replacement, it can also put financial strain on your business. Structured interviews help avoid these costly mistakes.
Components of a structured interview process
The building blocks of a structured interview include:
- Clear job description: Start with a detailed job description outlining the skills and values needed for the role.
- Thoughtful, consistent questions: Prepare well-crafted interview questions to ask each candidate to help you get to the heart of what you’re looking for.
- Feedback documentation: Decide how you’ll keep track of candidate responses for future reference.
- Standardized evaluation: Create consistent rubrics to evaluate candidates fairly and objectively.
- Strategic training: Give your interviewers the training they need to carry out interviews successfully.
How to conduct a structured interview
To successfully carry out an interview process, we recommend the following steps:
- Prepare for the interview: Gather your team, review the structured interview questions, and go over the assessment.
- Welcome the candidate: Start with a friendly greeting and introduce everyone on the interview panel.
- Set the stage: Give a quick rundown of what the interview will look like so the candidate knows what to expect.
- Ask questions and take notes: Ask each candidate the same questions and take note of their responses as you go.
- Provide closure: End the interview on a positive note and let the candidate know what happens next.
- Assess together: Use your scoring rubric to discuss and evaluate each candidate’s responses as a team.
- Keep everyone in the loop: Communicate your decision to the successful candidate and those who weren’t selected for the position.
Want some specific tips on how to hire millennials?
Take a look at this other blog we wrote detailing how to attract the top millennial talent using video. Read the blog here.
Closing thoughts
By embracing the principles of structured interviews, you demonstrate your commitment to fair and effective hiring practices and position your company as an attractive employer.
Investing time into refining your interview process will pay off, securing the right candidates for your team and fostering a positive workplace culture.
Struggling to attract workers to your company? Take a look at these recruitment marketing strategies to attract more talent to your workforce. Read here.
Build a structured interview process with Deliver Workforce Solutions
At Deliver Workforce Solutions, our expert team is ready to help you create structured job interviews that improve your talent acquisition efforts.
And if you need help with your recruitment strategy, we can do that, too! We’re here to support all your talent management needs.
We offer tailored strategies and proven processes to help you attract, nurture, and retain exceptional talent within your organization.
For a complimentary consultation, reach out to Kathy at [email protected]. Together, we can pave the path to your workforce’s brighter, more resilient future.
