Stages Of An Interview Process

Interview Process Steps To Implement And Expect

Interviewing for my position at G2 was one of the moments I was most nervous about in my career. If youre about to interview for a new job, Im sure you know what Im talking about.

Sweaty palms, fidgety leg bounces, and an increased heart rate are just a few of the signs that Im about to go through an interview. Being nervous isnt necessarily a bad thing, but typically the more nervous you are, the less confident you are about the situation.

In fact, the interview process can induce anxiety no matter which side of the table youre sitting on. For interviewers and hiring managers, establishing a structured and consistent interview process can streamline the task of bringing a new person to the team. For candidates, having the process laid out clearly can reduce anxiety and provide a more accurate depiction of their skills and abilities.

Interview #2 Deep Dive

Moving along to the next stage of the interview process, the second interview should be all about taking a deeper dive and resolving any areas of concern, both yours and the candidate’s.

In preparation, be sure to review the candidates resume, interview scorecard, and homework assignments. List any remaining questions that you may have.

Involve members of your team, especially from different departments such as Marketing, Operations, or Customer Service. Also consider scheduling time to have the candidate meet with a key partner or client. They will provide a valuable perspective!

Give the candidate time to ask you questions, and evaluate the quality of the questions they ask you. A sales candidate who doesn’t ask good questions in the interview won’t ask good questions of your prospects.

At this stage, you may also want to do a chemistry test. This is a great opportunity to get other members of your team involved and see if the candidate thinks well on their feet.

A Detailed Job Description

Before posting a job or accepting applicants, its important to have a detailed and accurate job description. This ensures any applicants have clear expectations of the role. Be sure to include specific duties, software, and responsibilities candidates should expect. A good description will help save the time of recruiters and possible candidates by weeding out those who dont see themselves in the role. Keep in mind that the goal of a job description is to attract top talent to apply so craft accordingly.

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What Shouldn’t I Ask

The interview is meant to be an opportunity to get to know one-another. The interviewer wants to get to know you as both a candidate and an individual. Similarly, you want to get to know the interviewer and the company. You should avoid asking questions or discussing anything personal, illegal, or related to human resources. This includes salary discussions, vacations, benefits, work from home opportunities, or sick days. That conversation should be saved for once you receive an offer letter.

Complete A Phone Screen

After advancing a candidate past the initial application, a phone screen may be necessary. A phone screen is a short phone conversation to verify some of the basic requirements of a position such as education, location, and necessary skills. This saves time on both ends of the conversation and can help ensure each person’s goals are in line with each other.

Some companies may opt for a video interview in lieu of a phone screen, but they often serve the same purpose.

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A Consider Legal Aspects Of Background Checks

First, some background checks are mandated by law in certain industries or roles depending on location. For example, in some jurisdictions, working in substance abuse facilities or daycare centers requires passing a criminal record check. So make sure you know the applicable regulations to order background checks as necessary.

Also, pre-employment checks are themselves regulated by law. For example, in the U.S., you need to comply with the guidelines set by the Equal Employment Opportunity Commission and the Fair Credit Reporting Act . The UK has its own set of guidelines regarding background checks. Local laws in your area may also require a candidate to have an offer in hand before you can ask permission for a background check.

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Telephone Interview With The Talent Acquisition Team

The talent team is part of the company, and they know the company culture and what managers are looking for.

It is another screening process. As Damir Latte, Talent & Recruitment Manager at employee engagement platform Perkbox explains, a complete telephone interview takes between 15 and 20 minutes. We establish parameters early on based upon certain factors, such as salary expectations, notice period and requisite skills to ensure that everyone is on the same page.

At this stage, you dont have to stress about your technical competencies, but you should be prepared to talk about what youve accomplished in your career. Damir says: Candidates are asked specific questions about their experience. The expectation would be that they are able to provide concise examples of highlights, figures and achievements.

If you sound like a great addition to the team, you can be sure the talent team will send you to the next stage, which could be a Skype interview with the manager.

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B Choose A Reputable And Reliable Background Check Provider

There are generally two options for conducting background checks: the full-service provider and online DIY websites. DIY websites let you do your own investigations and are cheaper, but many may not be compliant with local laws and using them to research candidates may pose legal risks.

Full-service providers, on the other hand, are usually compliant and can undertake the full investigation on your behalf. Look for providers and evaluate them based on compliance, costs, turnaround time and types of checks they offer.

If youre using recruiting software like Workable, youll be able to access background checks straight from the system via an integrated provider, thus saving time.

Common Questions During Phone Interviews:

• Why did you apply for the position?
• What about your background has prepared you for the role?
• How does this fit with your long-term career progression goals?
• What do you know about our company?

If you can rock those questions youll be well on your way to getting through the phone screen to the next stage.

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Telephone Interview With The Recruitment Company

Employers often rely on intermediaries who specialise in recruitment to run the screening process. Other times, recruiters find you by searching online or because youve applied for a role they are recruiting for on behalf of the employer.

You would rarely be invited for a face to face interview with a recruiter instead it would be a phone conversation. We spoke to Chris Lyons, Operating Director at leading recruitment company Michael Page, and he advised that at this stage: An overview of your career to date is a good way to give the interviewer insight into your personality and communication, and technical competence. This first stage interview is also a time where you can and should learn about the role.

In this stage, you should be open about what you are currently doing and what you want to achieve. Chris added that candidates should try to avoid going into interview mode. Showing your genuine personality is important, without crossing the line into over-familiarity.

If you like the job and convince the recruiter that youre a good candidate for it, you can be proud that your CV will enter the companys walls. At this point, expect another call.

Before You Interview Make Sure You Attract Top Talent

The time-honored job interview is where you begin to narrow down your field of candidates and get a sense of whether they might be the right fit for your organisation. But before you get to that stage, you need to ensure that youve called in the best candidates. Where you post your job advert matters, which is why you should consider Monsters global reach. Post your job advert at no cost to you today.

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What Are The Stages Of The Job Interview Process

Your preparation for the interview equips you with a number of questions that will help you get to know and evaluate candidates. But theres plenty more to do before, during and after the interview to ensure your success.

To give you a great chance of hiring the right people, follow this process:

Before the Interview

• Give candidates time Once you have reviewed CVs and made your selection, give your chosen candidates a couple of days notice so they can make the necessary arrangements to get to the interview.

• Explain the interview structure If there are going to be expected to take tests or bring in examples of their work, don t forget to tell them so they can come fully prepared.

• Explain the process Even before they meet you, let them know about how long it will take to make the hiring decision and how many stages to the interview there are.

During the Interview

• Put candidates at ease Interviewing can be stressful, so do your best to help candidates relax. Make sure each candidate is greeted and escorted, if necessary, to the interview location. Start with low-key questions.

• Dont judge on first impressions Weve all met them, people who dont make a great first impression but end up being great employees. To make sure you dont overlook these diamonds in the rough, withhold judgment until youve had the chance to thoroughly evaluate a candidates capabilities and potential.

After the Interview

Sample Questions To Ask Your Interviewer

The most effective questions are those that demonstrate your sincere interest in the position and organization.

Are There Any Questions I Shouldnt Ask?

Never, never, never ask any questions about salary, benefits, vacations, holidays with pay or sick days. Wait for the manager to bring up the issue of salary or wages. When they ask what salary you expect, ask what the standard salary is for your qualifications. Keep in mind that the company has a set salary for each job description and level of experience. So, play it safe. Wait for the manager to throw out the first figure. See: Negotiating and Evaluating Offers.

If You Want the Job, Ask for It!

Managers get frustrated when candidates dont express enthusiasm for the job. If the manager seems to be someone youd like to work for, if the company seems solid and reputable, if they offer the security, growth and challenge that you want, look the manager straight in the eye and tell them you want the job.

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What Is An Interview Process

An interview process is every step that you go through as part of deciding who to hire. Every hiring manager and recruiter must understand and follow the interview process. Otherwise, things get confusing for everyone. Youve probably heard about companies ghosting candidates. This can happen when managers or recruiters dont follow the process and give feedback to candidates.

You can have different interview processes for various positions and levels within the company. The process you use to hire a new grocery store cashier differs from the process to hire the new Senior Vice President of Marketing. Thats okay! Youre looking to do the best for your company, which means good processes for every level.

How To Withdraw From The Interview Process

Throughout the entire interview process, either party may come to the realization that its not the correct fit. As a candidate, a polite email informing the recruiter or hiring manager that youve decided to withdraw is often enough. Thank them for the time and consideration and move on.

As a recruiter, you will inevitably have to inform candidates that they no longer meet the criteria of the position. Again, thanking candidates for their time and consideration of the company is important. Providing the candidate with specific feedback in why they may no longer be considered may also showcase goodwill if done correctly.

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S To The Job Interview Process

The following steps outline what a very thorough interview process might look like from start to finish. This will likely not be what recruiters use for every job opening, especially for fewer seniors positions.

We encourage recruiters and hiring managers to review this list and focus on the stages that will be most important to the desired outcome.

Here are job interview process steps:

Keep An Eye On Your Reviews

Potential employees often seek insider information about companies they want to work for, and this includes salary estimates, interview tips, and reviews from current and former employees from sites such as Glassdoor. Studies show that 86% of Glassdoor users read company reviews and ratings before deciding to apply for a job. Top candidates may not even apply in the first place if they dont like what they see: 50% of job seekers said they would not take a job with a company that had a bad reputation, even for a pay increase.

Two actions that draw in candidates include being active on review websites and posting accurate information. If you have a lot of negative reviews from former employees, it may be time to work on your company culture before you try to fill any open positions. This can improve your employee retention and lead to more positive reviews that will attract quality employees.

Sammi Caramela, Joshua Stowers, Bennett Conlin and Brittney Morgan contributed to the writing and reporting in this article. Some source interviews were conducted for a previous version of this article or related articles.

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Whats Different About A Second Interview

A first stage interview is generally used to test your basic competencies, discuss your career history and to generally get a feel as to whether your personality would be a good fit. The line of questioning will commonly be aligned to your CV and to the job description. You will likely have been asked to share a bit about yourself and your motivations and will have had the chance to ask questions of your own. Having been invited back for a second interview you can safely assume that you answered these questions satisfactorily and that you impressed the interview panel. They are already picturing you in the role but have some further questions to challenge whether they are ready to offer you the role.

The second interview is designed to ascertain what separates you from the other candidates they are considering. Theyll look to work out what your working style is, what specific abilities and experience you have that will allow you to succeed, and will most likely address any question marks they had about you from the first interview. You may also meet with other members of the organisation, those who you will potentially be working closely with. Furthermore, many second stage interviews require you to prepare a presentation, a report or something which challenges you to showcase your capabilities and suitability for the position.

Identify Your Ideal Candidate

Because every position is different, candidates won’t all possess the same qualities. However, this does not mean you can’t establish a bare minimum when it comes to a candidate’s educational background, personality, and competencies. Ultimately, you want to create the ideal candidate persona for each position, with clear details on the type of qualifications, personality, and expertise you want to attract.

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How To Improve The Job Interview Process

Using job interview best practices can help recruiters and hiring managers to maximize their time and consistently ensure that they’re selecting the right hire.

Here are some important job interview best practices:

• ~Welcome candidates and make them feel at ease.
• ~Introduce the interviewers.
• ~Start with simple, icebreaker questions.
• ~Transition to more in-depth questions.
• ~Ask situational questions.
• ~Discuss key responsibilities and team dynamics.
• ~Field questions about compensation and benefits.
• ~Pitch the company and culture.
• ~Give candidates a tour of the office.

• Monitor key performance indicators. Review key performance metrics around the interview process regularly that could indicate a potential problem. Problems to watch out for include: reports of a poor candidate experience, prolonged time to hire, increased candidate drop off, or short term retention issues. All of these metrics is a likely signal that the interview process has some issues. Identifying these signals helps to identify the problem.

The job interview process is a critical component of all recruitment efforts. No other hiring activity rises to the same level of importance as interviews.

Therefore, it’s critically important that organizations take the time to refine and perfect their processes and ensure that all interviewers are trained and empowered to achieve the desired results.

Get the

How Long Is The Hiring Process

The length of the hiring process is dependent on the position and industry. If you are hiring a dishwasher, their interview process and start date will be much different than that of an investment banker or police officer. Some jobs might require a phone interview, an initial interview, and a secondary interview at a bare minimum. To answer your question, the hiring process can take anywhere from a couple of days to a couple of months.

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