Always be yourself, except during job interviews. Follow these 9 simple tips for a cruelty-free structured interview process.
Algorithms and big data may rule the world, but recruitment is still a people’s game.
Most of us get hired face-to-face. Meeting someone in the flesh can give you unique insight into a job candidate’s personality and communication skills. And let’s face it, any hiring process that doesn’t actually account for the person behind the application, just isn’t worth its salt.
Now that HR professionals are starting to move away from the traditional informal interview (where hiring managers can easily pull rank for favorite candidates) in favor of the structured approach (where it’s way easier to flag bias), let’s take a deeper look at how to get the best of both by making the structured approach a little less…”structured”.
Despite their title, informal interviews can either be informal, or incredibly formal.
In an informal interview, there’s no standardization and hiring manager’s can easily go off script. If the hiring manager loves golf, they’re free to hire the candidate who loves golf. 🙄
With no HR department looking over their shoulder, there’s a greater chance that unconscious bias or discrimination will enter into the process. Not only that, informal interviews have proven to be basically useless for teasing out high-potential candidates.
According to a seminal 1998 study by the American Psychological Association, researchers reviewed 85 years worth of hiring data and found that informal interviews are ineffective at predicting a candidate’s on-the-job performance.
But hey, the grass isn’t always greener on the other side.
Poker-faced and detached structured interviews can leave candidates feeling uncomfortable. How can they gauge what kind of organization and people they will be working with when everyone’s holding their cards so closely?
Personality is what connects us. Without it, an interview can feel unreal and scripted — and no one wants to work with robots. To get the best of both worlds, you’ve got to have a fair and structured approach, without losing that human touch.
Asking prospective candidates silly questions like, “Who’s your favorite superhero?” may inject humor into the interview room, but it’s not a robust indicator of job suitability (unless you’re applying for the Justice League).
At a glance, this is what to expect from a classic structured interview process:
Perhaps the biggest downside to the structured interview process is that it can become a little too structured. The process becomes overly rigid and bureaucratic, and companies can miss out on the crucial intangibles and interpersonal behaviors that make for a great cultural fit.
Let’s not let that happen to you.
Here are our top 9 tips on making your interview process way more candidate-friendly.
Following a structured interview process doesn’t mean you can’t take a few tips from the informal approach. And the right kind of tool definitely makes it easier. Breezy comes with structured interview guides, automatic scheduling and team scoring features baked right in.
Want to take a peek? Try Breezy for free!