The Resource library in the Josh Bersin Academy is filled with more than 200 Resources (and counting!) for JBA members to access any time. From the latest research to analyses of tried and true practices, Resources in the Academy offer valuable learning experiences in bite-sized portions. Often these Resources provide practical support that HR professionals can reference when they need it.
5 Ways to Simplify the Interview Process does just that. Check it out below:
Interview processes are difficult to develop, and challenging to implement—especially when the list of stakeholders changes for each candidate. The key to a pain-free interview process is getting on the same page early. Only by working collaboratively and transparently can we assess candidates comprehensively, and find the very best person for the job. Here are five places to start:
1. Agree to a Set of Stakeholders: There are always a few people with a stake in the interview. All parties should agree to a selection committee early on, and determine who has veto power. Consider whether anyone has an existing connection to a candidate—or to the person leaving the role. The final list might include: recruiters, HRBPs, the direct manager associated with the role, more senior leadership, and—in some cases—the person departing the role.
2. Know What You're Looking For: As a group, decision makers should develop a list of the qualities and credentials a candidate must have. Decide which things are non-negotiable and which things are merely nice-to-haves. Finalize that list, make sure that everyone has bought in, and then use it as the guiding light in candidate selection.
3. Develop a Common Interview Strategy: Each candidate may go through a number of rounds of interviews with different combinations of stakeholders. Settle on a certain cadence of interviews that will be standard for each candidate—recruiter, direct manager, and selection committee, for example. Create a list of interview questions and decide which will be asked when, and by whom.
4. Create a Standard Review Process: Stakeholders will have an easier time evaluating candidates if there’s a set rubric, checklist, or worksheet to fill in after each interview. This serves two purposes: it forces decision makers to put their thoughts into words, which might help them better articulate them. And it creates a written record which facilitates transparency for the team and helps jog memories later in the process.
5. Make a Decision Together: After candidates are interviewed, different stakeholders will often gravitate toward different people, which can be a source of conflict. Decision makers should get together, with their written analyses of each candidate, and go through the process of discussing each one, weighing different opinions, and settling on a final candidate and several backups.
If you’re already a JBA member, you can dive deep into this Resource by joining the conversation about your most memorable job interview here. If not, you can gain immediate access to our growing library of 200+ Resources by joining the Josh Bersin Academy today.