Designing a Structured Interview Process

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Designing a Structured Interview Process

Designing a Structured Interview Process

GREENHOUSE.IOWhy is a structured interview process important?Drastically improves your chances of making the right hireHelps you focus on planning for the future; not just immediate needsMaintains objectivity during interview processProvides legally defensible approach to hiring


1. Who are you trying to hire?

GREENHOUSE.IOUnderstand your needsDefine what a successful hire will accomplish in their first year, then work backwards.

Be as specific and clear as possible. Document your ideas so the entire team understands what youre trying to achieve.

GREENHOUSE.IOWHAT TO DETERMINE AT THIS STAGE:The RoleRole nameDepartmentReporting structureBusiness objectives this role addresses

GREENHOUSE.IOWhat will a successful hire achieve in the first year on the job?What will they need to accomplish in their first 3 months?WHAT TO DETERMINE AT THIS STAGE:Success

GREENHOUSE.IOWhich employees exemplify your company culture?How would you describe your company culture?Which attributes would make someone a culture fit?WHAT TO DETERMINE AT THIS STAGE:Company Culture

GREENHOUSE.IO2. How will you evaluate the candidate?

GREENHOUSE.IOClarify your hiring criteriaKeep your list briefthe more things you add, the more interviews youll need to conduct.

Be realistic. Which qualities are truly necessary for someone to succeed in this role?

GREENHOUSE.IOSkillsPersonality TraitsQualificationsWHAT TO DETERMINE AT THIS STAGE:Defining Your Candidate

GREENHOUSE.IO3. What will the interview process look like?

GREENHOUSE.IOCreate your interview pipelineAn effective pipeline is all about asking the right questions at the right time.

Screen for the basics firstonly invite the most promising candidates to in-person sessions.

GREENHOUSE.IOStage 1: Initial ScreenDuring application review, screen out candidates who are most obviously not a fit based on things like relevant work experience and required qualifications

GREENHOUSE.IOStage 2: Candidate QualificationGet an initial sense for each candidate. Review their work experience at a high level to make sure it aligns with the role, and make sure they have the basic communication skills to fit in with the team.

GREENHOUSE.IOStage 3: Skills TestingThe best way to see if someone has the skills to do a job is to test for it. Craft a task for the candidate thats reflective of what theyll have to do on the job, and have them do it.

GREENHOUSE.IOStage 4: In-Person InterviewsCulture Fit: Determine if the candidate would be a strong fit at your organization by seeing if they live by your company values, and find out what motivates them at work.

GREENHOUSE.IOStage 4: In-Person InterviewsTeam Panel: Allows the team to get a sense for what it would be like to work with and collaborate with the candidate.


Stage 4: In-Person InterviewsHiring Manager One-on-One: Explore the candidates working style and get a sense for how the manager relationship would work. Note: this interview is as much about selling the candidate on who theyre going to be working for as it is for the hiring manager to evaluate the candidate!


Stage 5: OfferExtend the Job Offer: At the end of the process, you should know everything you need to know about a candidate to confidently extend an offer.


Still want more?Download our interactive workbook to put these ideas into practice.

Get it here!





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