In this blog series pulled from our eBook - Using an Interview to Select Frontline Job Candidates, we discuss types of interviews, delivery methods, and effectiveness. In part 1 of blog series, we discussed types of interviews. In part 2, we discuss ways to deliver an interview. In part 3, we review standard benefits and challenges associated with the interview process. In part 4, we discuss how the interview adds value. But how can the interview process be improved?
Ways to improve the interview process
The interview can add value to the candidate selection process. By addressing risk points in the interview process, you can improve the interview process and increase the predictive relationship between the interview and job performance.
- Provide interview training - Your interview process can fall apart when your interviewing team is not properly trained to conduct interviews, especially structured behavioral interviews which are the most predictive types of interviews. Make sure to create interview training that includes practice interview sessions with observers also rating the interview to drive consistency.
- Align interview questions with job competencies - Do not allow random interview questions in your process. Not only do they increase legal risk but they most likely do not add value. Make sure your interview questions are related to your job competencies.
- Track and store interview scores by interviewer - Many organizations do not systematically track and analyze interview results. Make sure to track scores and then correlate them back to new hire job performance and retention. If possible, track this data at the interviewer level.
- Identify inconsistent interviewers - By tracking interview data and results, you can also look for interviewers that need coaching.