The hiring process often involves multiple interviewers talking to multiple interviewees. With that many candidates and resumes being passed around, it’s easy to lose track of who said what, who left a positive impression, and who left a negative impression. If you don’t have a process to pull together everyone’s input, the final hiring decision may be made based on fading memories. An effective post-interview review process ensures that information is shared and documented so you can refer to it once you’re ready to make a final decision.
Get Input from Everyone Who Spoke to the Candidate
If you have people meet with the candidate but don’t get their thoughts, that meeting was a waste of time. Solicit opinions from everyone who spent time with them, even if they only took them to lunch. Let junior staffers speak first to make sure they aren’t pressured to conform to their boss’s opinions.
Talk About Details
Go beyond gut feelings to discuss the specific ways the candidate left both positive and negative impressions. It’s important to identify whether there were any discrepancies in how the candidate presented themselves to the multiple interviewers. If anyone has specific concerns about the candidate, they should be shared with the group.
Keep Track of Candidates in a Standard Way
Use a consistent set of criteria so all interviewees are evaluated on the same metrics. Make sure the criteria are relevant to the position, and don’t have so many that providing ratings becomes a chore. You can assign a score to each category and also come up with an overall ranking of the interviewees. This will help you decide who to extend an offer to and how to proceed if they turn you down.
Don’t Wait Too Long to Schedule the Review
You don’t have to have a review meeting after each interview—it’s fine to discuss more than one candidate—but if you’re bringing in a series of candidates over a series of weeks, you should have a meeting every week or two to make sure candidates are discussed while you still remember them.
Working with a staffing agency can help bring in better candidates, and simplify and streamline your interview and post-interview process. InReach IT Solutions will work with you to understand the skills your open positions require and provide strong potential hires for your consideration. Contact us to learn more about how we can help you solve your staffing problems.