Determining the right interview strategy requires a balance between respecting candidates’ time while ensuring you are able to gather enough information to confidently make a decision. When deciding how many times to interview candidates, it may vary based on the technical and/or specialized skillset or seniority of the role. Learn more about the optimal number of numbers to best get to know your candidates:
Initial Screening
Don’t waste valuable interview slots to determine whether or not candidates are actually qualified or seriously interested. Instead, conduct brief initial screenings beforehand to assess whether or not applicants have the right skills and level of professionalism required to proceed to the next stage. Schedule phone or video interviews to help you filter through your applicants. Limit the conversation to the same few basic questions for all applicants.
Some examples of phone interview questions include:
- Tell me about yourself.
- Why are you interested in this position?
- Why do you want to leave your current job?
Don’t go too deep with your phone interview – remember, this is just to help you eliminate applicants who don’t have the necessary qualifications. If you are satisfied with their responses, you can then opt to schedule a full interview.
Face-to-Face Meeting
Once you have narrowed some of your prospects to those most likely to be a serious fit for the position, arrange a face-to-face meeting (either in person or via video, whatever works best for your circumstances) for a more in-depth interview. Out of respect for candidates’ time, especially since it’s likely many of them are having to use paid time off from their current employers, this interview should be the basis of your decision-making. Ensure that you have thoroughly planned ahead to ask all the questions you will need to evaluate candidates and that any other key decision-makers can be present.
Optional – Additional Evaluation
For entry and intermediate level positions, one full interview should suffice. However, there may be instances in which an additional evaluation may be needed, especially for executive-level or more technical positions. When an additional evaluation is needed, be strategic with whatever information you need to gather, any skills assessments that need to be conducted, and who else needs to be present. If you make candidates go through too many interviews, they may either end up getting another job offer in the meantime or become frustrated with the process being drawn out, so it’s crucial to be intentional during your points of contact.
Streamline Your Hiring Process with PrideStaff
Make your decision-making process quicker while still being effective by working with PrideStaff San Jose. As an experienced staffing and recruiting firm, we can assess applicants and only bring you the most qualified prospects. Contact us today to learn more about our services.
