In the quest to refine the recruitment process, we've gathered insights from HR leaders and company founders, highlighting the most impactful adjustments they've made. From implementing pre-interview screening calls to introducing role-specific simulations, explore the diverse strategies in these sixteen expert answers that have significantly enhanced interview effectiveness.
- Implement Pre-Interview Screening Calls
- Use the Promise of Reference Technique
- Add a Culture Fit Segment
- Align Roles and Responsibilities
- Introduce Candidates to Potential Team
- Incorporate Behavioral Interview Questions
- Utilize Data Analytics and Automation
- Set Strict Deadlines for Interview Stages
- Integrate Behavior-Based Interview Questions
- Outline Clear Expectations and Assessments
- Designate a Single Decision-Maker
- Focus on Candidates' Actual Accomplishments
- Introduce Reverse Interviewing
- Form a Structured Panel Interview
- Simulate a Day-in-the-Life Experience
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Implement Role-Specific Simulations
Implement Pre-Interview Screening Calls
One adjustment we have made to our recruitment process, which has enhanced the effectiveness of interviews, is implementing a brief screening call ahead of the meeting.
Just a short 15-20 minute call prior to the interview can help assess whether the candidate has the right qualifications, availability, expectations, and ambition required for the role.
By having the pre-interview call, it saves time in the long run, ensuring that only applicants who fit the required criteria and are also available to start the job when needed are interviewed.
Wendy Makinson, HR Manager, Joloda Hydraroll
Use the Promise of Reference Technique
When interviewing candidates, I have a form of 'truth serum' that dramatically increases their honesty. It's a technique I call the Promise of a Reference Call.
Throughout the conversation, I subtly imply, 'When I speak with your line manager, what would they say about...?' And when I ask who their previous managers are, I ask for the spellings of names to insinuate that I'll be speaking to them. Often, I'll have candidates say, 'Well, I can't believe I'm telling you this, but...!'
This approach has been so valuable because it gives a genuine sense of a candidate's potential. It can also build trust, as candidates realize I value transparency and honesty, which can set a positive tone for their employment.
Geoff Newman, Founder, Starget.co.uk
Add a Culture Fit Segment
One adjustment we made was introducing a "culture fit" segment to our interviews. While skills and experience are essential, we realized the importance of aligning values and working styles. So, we added a casual conversation where candidates discuss their passions, work-life balance, and how they approach collaboration. This gave us insights that a traditional Q&A wouldn't reveal.
I remember interviewing a candidate who was technically qualified but came alive when discussing how they motivate teams. That conversation sealed the deal, showing us they'd be a great fit culturally, not just technically.
Vaibhav Kakkar, CEO, Digital Web Solutions
Align Roles and Responsibilities
The number 1 tip for your interview process is a simple one, but one that 99% of companies don't do: alignment on who does what. You have to start with aligning who will be involved in the process. Then align on what you are all looking for (and why)—the job advert/description should accurately reflect what you are looking for—and then you should agree on who asks what. Start with the easy stuff first—their motivations, hybrid preferences, salary expectations, culture fit—and then move on to other parts of the essential requirements that the leader will ask. Don't duplicate; don't skip the alignment before you get started.
Ben Dowse, Head of People, SwipeGuide
Introduce Candidates to Potential Team
We have started the practice of introducing the candidate to their potential team and manager briefly after the interview. This semi-formal interaction increases transparency at both ends, as candidates can better understand the team dynamic, and existing employees can gauge whether the person would be the right cultural fit. This step, which requires no additional planning or resources, has also democratized decision-making, improving objectivity in our hiring process.
Alexandru Samoila, Head of Operations, Connect Vending
Incorporate Behavioral Interview Questions
One adjustment we've made to our interview process that has significantly enhanced its effectiveness is the introduction of behavioral interview questions combined with situational assessments. Instead of focusing solely on candidates' technical skills or past job titles, we started asking them to describe how they handled specific challenges in previous roles or how they would approach hypothetical situations they might encounter in the job.
This shift allowed us to gain deeper insights into a candidate's problem-solving abilities, adaptability, and how they align with our company's values and culture. By assessing real-life behaviors and decision-making processes, we were better able to identify candidates who not only have the necessary skills but also possess the soft skills and emotional intelligence critical for long-term success.
From this experience, we learned that behavioral and situational questions provide a more well-rounded view of a candidate's capabilities and fit within the team. My advice for others is to incorporate these types of questions into your interview process to better gauge a candidate's thought process, work ethic, and ability to handle real-world challenges. It creates a more thorough evaluation, ensuring you select individuals who are not only technically qualified but also culturally aligned with your organization.
Steven Mostyn, Chief Human Resources Officer, Management.org
Utilize Data Analytics and Automation
As a CPA and software engineer, I've found incorporating data analytics and automation into the interview process invaluable. I developed an algorithm that analyzes candidates' resumes, online profiles, and assessment results to predict their potential for success in a role. This data-driven approach allows me to tailor questions to each candidate and gain insight into their technical and soft skills, as well as company culture fit.
For example, when hiring a fractional CFO, I evaluate their problem-solving skills by presenting a complex financial scenario. How they identify key issues, evaluate options, and recommend solutions provides insight into their strategic mindset and leadership abilities. For software engineering roles, candidates complete a technical challenge to demonstrate their coding skills and logic in a real-world context.
Using algorithms and simulations has substantially improved my ability to assess candidates in a short time, allowing me to fill roles 50% faster while reducing turnover by over 30%. While an initial investment is required to develop customized assessments, the long-term gains in hiring the right talent for the right role far outweigh the costs. I highly recommend incorporating data and automation into the recruitment process.
Russell Rosario, Owner, Russell Rosario
Set Strict Deadlines for Interview Stages
Introducing strict deadlines for each stage of the interview process creates a more structured and planned approach to hiring, reducing time-to-hire and increasing the overall effectiveness of the process.
I started implementing the strict deadlines policy by introducing timelines for reviewing resumes and applications, ensuring all documents were evaluated within one week of receipt, and ensuring no candidate was left waiting too long. For promising candidates, I scheduled interviews within a fixed time frame—one week after shortlisting—with all the meetings completed within two to three weeks, depending on the candidate pool. At the same time, I have set up to three days after the interview to inform candidates of their success or failure to qualify for the next stage.
Adhering to fixed timeframes has kept the process going, shortening the overall hiring cycle, minimizing delays, and forcing quicker decision-making while reducing the risk of losing top candidates. The short deadlines kept the interview process dynamic, allowing us to stay fully engaged with candidates in real-time without needing to revisit documents to recall details. Moreover, candidates appreciated our prompt feedback, which has positively impacted our employer brand.
Nina Paczka, Community Manager, MyPerfectResume
Integrate Behavior-Based Interview Questions
A crucial adjustment that has significantly improved the effectiveness of our interview process is the integration of behavior-based questions. By concentrating on how candidates have addressed specific challenges in their previous roles, we gain invaluable insights into their problem-solving skills and adaptability. For example, in a recent hiring round, I asked a candidate to recount a complex client interaction and describe how they managed it. This illuminated their thought process under pressure and provided a clear understanding of their communication and interpersonal abilities. Embracing this approach has enhanced our selection accuracy and fostered richer engagement and deeper discussions during interviews.
Andrew Pickett, Founder and Lead Trial Attorney, Andrew Pickett Law
Outline Clear Expectations and Assessments
We make it clear that there are no games and clearly lay out the expectations being assessed. We respect the candidate's time and efforts by detailing exactly how the entire interview process will proceed, providing candidates with advance notice of what they need to prepare for and helping them evaluate how much time they will need. We hire many software developers, and while we're not Google or Meta, we make it a point to inform candidates that they will be tasked with a series of technical tests to assess their skills and suitability for the role.
I also try to make it engaging—sometimes incorporating coding challenges designed to catch them off guard slightly, allowing us to gauge their knowledge and experience in less predictable scenarios. Similarly, I tailor my questions to further test a candidate's problem-solving abilities. For example, asking them to fix a piece of broken code helps me assess their thinking and problem-solving skills based on how they respond.
Ajay Chavda, CTO, Mojo Dojo
Designate a Single Decision-Maker
One of the best adjustments I've made to our interview process is designating a single decision-maker. In many companies, the number of approvals needed in the hiring process can really slow things down. Nothing holds up a process like having too many people needing to sign off on a candidate before making a hire. And in my experience, having one person who has the final say on whether to hire a candidate can greatly improve the speed and efficiency of our hiring, especially when we need to fill positions quickly.
With just one person responsible, there's no opportunity to pass the buck or need for coordinating multiple approvals. This change has cut down on weeks of time and effort that used to bog down our organization.
Alex LaDouceur, Co-Founder, Webineering
Focus on Candidates' Actual Accomplishments
One change I made to our interview process is focusing on what candidates have actually accomplished rather than just their past experience or what they promise to do. I ask for specific examples of their work, including direct contributions, and whenever possible, request a sample of their work.
This gives me a much better sense of their abilities and helps cut through the typical interview fluff. It's been a simple shift, but it's made hiring decisions a lot more accurate.
Marco Genaro Palma, Co-Founder, TechNews180
Introduce Reverse Interviewing
We've recently added a reverse-interviewing process to our interview approach in an effort to make it more proficient. We do not ask candidates questions; rather, we encourage them to put forward a few themselves, which highlights their areas of concern and what value they add to our company.
We also learn how candidates view their role with us when we flip the script. Knowing this helps us evaluate whether or not they could be a good long-term fit—if their interest in the position is authentic—and we hire people who are excited about working with our team.
David Magnani, Managing Partner, M&A Executive Search
Form a Structured Panel Interview
At PlayAbly.AI, we improved our interview process by introducing a structured panel format with diverse team members. Previously, interviews were conducted by a single interviewer, which sometimes led to biased assessments. With a panel, we get a range of perspectives, which enhances the fairness and depth of evaluations. This adjustment has led to a 25% increase in successful hires and improved team dynamics. For others, I suggest incorporating multiple viewpoints in interviews to better gauge candidates' fit and potential.
John Cheng, CEO, PlayAbly.AI
Simulate a Day-in-the-Life Experience
Being the founder of one of the largest remote recruitment platforms out there, one adjustment I've made to our interview process is incorporating a "day-in-the-life" simulation. Candidates spend a few hours working on tasks they would handle if hired. This approach gives us a clear picture of their skills and how they manage real-world scenarios.
During these simulations, we observe how candidates interact with team members, handle unexpected challenges, and manage their time. This method has been incredibly effective in identifying individuals who not only have the technical skills but also fit well with our company culture.
Additionally, candidates appreciate this transparent approach as it provides them with a realistic preview of the job. It has significantly reduced our turnover rates and ensured that new hires are well-prepared and genuinely excited about their roles. This adjustment has truly enhanced the effectiveness of our hiring process.
Lucas Botzen, Talent Aquisition Specialist & CEO, Rivermate
Implement Role-Specific Simulations
We've significantly improved our interview process by implementing role-specific simulations during the interviews. Instead of relying solely on traditional Q&A, we now present candidates with practical scenarios that are similar to what they will find on the job. There was a learning curve at first, but the team has since adapted well to the new approach.
For example, when interviewing for our social media team, we might challenge candidates with: "It's move-in day at a client college. Create a series of posts that capture the excitement and address common freshman concerns. How would you approach this in 30 minutes?"
This approach allows us to assess a candidate’s real-time skills and provides them with a clearer understanding of the role. We've found that those who excel in this part of the interview tend to integrate more easily into their positions and have more aligned expectations.
This approach has created a more transparent and mutually beneficial interview process. It enables us to evaluate practical skills while giving candidates a taste of their potential future role.
Jason Gilbert, Founder, GradLabs
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