If interviewing is a muscle and interview training is your gym, then your post-interview roundups are competitions for you to show off your skills.
There are tons of articles for candidates about how to nail the all-important interview, but there’s a surprising lack of information about interview training for how to have a productive post-interview roundup.
These 5 questions serve as a great starting point for any aspiring top interviewer:
1) Did the candidate seem excited about the prospect of working here?
While some individuals are just naturally reserved, it’s fairly easy to tell if someone is excited at the prospect to be working for your company if you know what to look for. Little things like sustaining eye contact, asking questions, and trying to start a conversation are all baseline metrics.
Other tell-tale signs are making references to research they did about your company. This should go beyond just knowing when you were founded or your CEO’s name, and can include referencing events that the team went on that were posted about, your company’s core values (and how they align to them), and more.
Above all, if you ask them why they want to work there, they should have an answer!
2) Is there anyone else that should speak to the candidate?
Besides the obvious individuals who they should speak to (their potential manager, team members, someone to interview for a core values-fit, HR phone screen, etc), there might be an additional person that the HR Manager wants them to speak with before proceeding with an offer.
Bringing this up during the post-interview roundup is a great way to make sure that everyone is on the same page. It also helps you avoid potential backlog when it comes to bringing an offer (or not) to a candidate.
As you’re probably aware of, we’re living in a candidate-driven job market. It’s important that your interview process runs as smoothly and efficiently as possible.
3) Is the candidate okay with failure?
As you undoubtedly learned in interview training, the questions that you ask provide you an important window into a candidate’s future performance. Failure, and the candidate’s reaction to it, is an important topic to broach both during the interview and the roundup.
This ties into the next question you should be covering which is…
4) Do they align with the attributes we’re looking for?
Above all else, defining your focus is the most important when it comes to making sure your post-interview roundups run quickly and smoothly.
This can be done by setting a candidate scorecard through your Applicant Tracking System. A candidate scorecard will give you and the other interviewers different categories and subcategories to focus on during the roundup, such as if the candidate was collaborative, analytical, receptive to feedback, etc.
5) What resources are we stretching thin to cover this open position?
You never want to hire someone just because everyone’s feeling the strain left by the open position. As we covered in a different post, the cost of hiring someone who’s a bad fit is astonomical and way more costly than the interview process as a whole.
Taking a step back and really discussing with each other whether you’d like to move forward because there’s a critical need instead of that they’re a good fit will save your company upwards of millions of dollars in the long-run.
We all want to excel at our jobs. Check out how to eliminate unconscious bias from your interview process and interview like a pro.