In the interviews that I have been part of in the past, we used a panel system that was multiple interviews with two interviewer. This gives us a very well rounded evaluation of the interviewee because multiple people get to hear the same answer and they will all pick up something different out of it. We also use scoring guides that allow us to ensure we are being fair to each interviewee when making a decision. This system helps prevent the common issue with thinking a interviewee is better than what they are just because the previous interviewees were terrible. Structure is another thing that we have in our company when it comes to interviewing. We have a interview questionnaire that has categories and each category has a few different questions that can be asked. The talent acquisition team decides for the interviewers on what category they will be interviewing in the panel. This doesn’t ensure that the same questions are asked to all candidates like the material mentions but it limits them to only being asked a few preselected question. We also provide interview training through our company call “Effective Interview Training”. Just as our learning material states, the training stated that taking notes, making sure to give the interviewee time to ask questions and explaining next steps are all important to effective interviews. Pressure to hire doesn’t mean settle. Our mindset is to hire tough and manage easy. Task based work samples are something I think we should use in my company, especially welding test to ensure the validity of our interviewee’s experience and skills.
