Companies are always looking for new ways to improve their hiring decisions because the cost of a bad hire can be astronomical. Companies also do not want to waste the time of the candidates they interview. This is why some companies have begun conducting post-interview reviews. More companies should take part in this exercise in order to improve how the interviews are handled and which candidates are hired. Learn how to conduct post-interview reviews the right way.
Include the Entire Team
One of the most important parts of conducting a post-interview review is to include the entire team. This means that every single employee who took part in the interview process should be involved in this meeting. This team should meet after each interview is conducted. So, if three different employees interviewed each candidate, they should be part of the team. If the HR head first scheduled the interview based on the resume submitted, this person should also be part of the team.
Each person who took part in the interview process should be allowed to share their impressions of each candidate they met. The impressions discussed should be based on the notes taken by each employee who had the chance to interview candidates. Talk about any questions the candidates asked about the job or the company. Also talk about how the candidates answered the questions posed to them.
Allow Honest Discussion
When conducting such a review, you need to allow for honest discussion. This means that all employees should be honest in their opinions of candidates without worrying of repercussions from management or co-workers. If the members of this team cannot be honest, then you will not be improving your hiring process or interview process.
The post-interview review is the perfect time for your team to rank the candidates that have been interviewed to this point. Encourage each member of the team to rank each candidate he or she has interviewed from most likely to hire to least likely to hire. The ranking should be done based on the information gathered from the interview. The team members should conduct their rankings based on who they feel should be hired for the open job.
Build a List of Second Interview Candidates
Another goal of this team should be to build a list of candidates who will be contacted for a second round of interviews. It is possible that all of the candidates might be asked back for a second interview, but most likely it will be a shorter list. Even if members of your team are not going to take part in the second interview, they should still be notified of which candidates are being asked back.
Conducting post-interview reviews helps a company improve their hiring process and how the interviews are conducted. Implement these reviews today to hire the most qualified people for your open jobs.