When designing interviews, keep the following in mind:
- Take aggressive steps to mitigate bias
- Panelists should not “invent” their interview questions on the fly, this isn’t a test of the panelist’s ability to think on their feet
- Panelists should collaboratively create a question bank for an open position to standardize questions
- Panelist performance should be assessed (i.e who is good at identifying great talent in an interview?)
- All candidates interviewing for a specific open position should all be asked questions from the same (limited) question bank, and be assessed along the same axes
- Panelists should minimize the amount of in-interview analysis; instead take copious notes and analyze immediately after the interview.
- Here’s a clonable gdoc template that uses these principles.
- Implement a formal process to track panelist (judgement) performance
- What percentage of candidates hired by a given panelist perform well in their first performance review?
- Interview duration should be predictable, ideally no more than 60 minutes.
- Templates, templates, templates - they save time, and help standardise
- Interview Notes Template for panelists to use
- JD Templates for hiring managers to use
- The JD should clearly explain how the performance of someone hired for that position will be evaluated. What are you hiring to solve for?
- Implement a formal process to deliver feedback to rejected candidates weekly.
- %age of rejected candidates reporting no feedback
- Implement a formal process to track panelist (operational) performance
- %age of rejected candidates who say they will recommend you to friends and colleagues
- Number of no-shows, (i.e no heads up given, panelist just doesn’t show
- Number of reschedules with notification
- Thinking Fast and Slow, Kahneman