100% THIS. The best way to develop and define the interview process is through a job kickoff meeting. As Nikita mentioned below, it's important to have a kickoff meeting with each new role and/or hiring manager. This is a 30-60 min meeting where you define your hiring criteria upfront with the manager by reviewing the JD, team structure and dynamic, and candidate and industry data (again, Talent Insights has been useful for the data part). The hiring criteria should then be fed into the interview plan and to mitigate biases, each interviewer should be given questions and/or attributes to focus on so each candidate is given the same/similar experience, and interviewers don't overlap with their questions.

Interviews boil down to one thing: a relentless pursuit of signal amidst the noise. First, script your game. Develop a consistent set of questions that probe for competence and character. This isn't about regurgitating answers; it's about storytelling, resilience, and a hunger to grow. Next, structure equals efficiency. Timebox each segment. Dive deep but keep an eye on the clock. Efficiency isn't about speed; it's about depth in limited time. Finally, bring diversity into your panel. Different perspectives unearth different facets of a candidate, providing a richer, more dimensional view. Let’s find those stars.

In order to evaluate all the candidates on the same criteria, it is important to have a standardized set of questions that are directly related to the job requirements. However, listening to the candidates and adjusting (to some point) the questions is also important.

It's important to establish a clear interview process upfront. This includes communicating the number of rounds, types of interviews, and who will be involved at each stage. Once that's set, it's my job to promptly schedule interviews and provide all the necessary details to the candidates. I always make sure to consider their time zones and offer flexible time slots. Sending out calendar invites and reminders is crucial to keep everyone on track. I also work closely with hiring managers and interviewers to minimize any rescheduling or delays. Consistent communication is key to ensuring that candidates are well-prepared and punctual. I always strive to make the interview process as smooth and stress-free as possible for everyone involved.

Online calendaring software works great, but it still may not be good enough. Successful recruitment is about meeting candidates where they are at. Some populations may not be available during typical business hours so its crucial to find a way to connect accordingly and eliminate redundancies in your interview process.

I have the same set of questions (consistent) for each candidate to evaluate what the candidate wants versus what I currently have. Open-ended questions that map what's on their mind..."why did this position grab your attention? What have you done in the past that compares? What made you successful? What would you change to improve the outcome if you had the chance?" The conversation will either steer itself into your current requirements (ideally) or into a discussion on what strategy the two of you can put together for their future. You gain respect, trust, and a lasting relationship. You can also easily assess the level of interest by the effort the candidate puts together to respond.

To ensure consistency and efficiency of interviews, start by implementing two key elements: 1. Utilize preconstructed interview guides featuring questions aligned with company values that explore attention to detail, decision-making abilities, communication skills, organizational/planning capabilities, flexibility/adaptability, technical skill and learning agility. For managerial roles, the guide should also encompass areas like delegation, performance management, and employee development. 2. Implement interview assignments for members of the hiring team. This approach helps prevent redundant and unproductive interviews, ensuring that each team member contributes meaningfully to the assessment process.

Evaluating candidate interviews is crucial to make informed hiring decisions. Assess candidates against predefined criteria, noting strengths and areas needing clarification. Promptly score and document impressions, aiding discussions among the hiring team for consensus. Swift evaluations help maintain interview context and candidate nuances for better decisions. Collaboration within the team ensures well-rounded perspectives and reduces bias in the selection process.

As a tech recruiter, my secret weapon is the assessment sheet. It helps me keep tabs on each candidate's journey. Tech folks might not tick all the criteria boxes, and that's okay—it's a learning curve. I believe in helping people grow. Explaining this curve to clients and project leads before technical interviews sets everyone up for success. It's not just about finding a match; it's about creating opportunities for career growth, and that's what matters most to me.

From TA perspective, it’s truly down to the appropriate training of hiring managers; we need to raise awareness about bias and fairness in recruiting process; one thing I am extremely wary of is comparing a candidate to candidate: absolute no-go! It’s like comparing apples to pears - candidates need evaluating against job requirements and not comparing against one another.

I appreciate the emphasis on evaluating candidates based on performance and fit, but I'd like to highlight a concern with the term "fit." While it's important to assess if a candidate aligns with the company's values and culture, placing too much emphasis on "fit" can inadvertently lead to bias and exclusion. Instead, I advocate for a more holistic approach that considers a candidate's knowledge, skills, and abilities alongside their potential cultural contribution. By valuing diversity of thought, experiences, and backgrounds, companies can enrich their teams and foster innovation. This shift in focus encourages a more inclusive hiring process that ultimately benefits both the company and its employees.

Improvement should be a continuous process. After every 3 to 4 interviews, take an overall glance, to see if the process is being smooth. Send out feedback surveys to every candidate who would have spoken to any of the interviewers including the recruiter. This would help us gain certain insights. Ofcourse, there should be parameters and specific question to be asked. Evaluating these and keeping track on industry trends can be helpful in improving the process.

Interview processes will always and forever require updates and improvement. Setting up anonymous and automatic surveys to send to your candidates and hiring managers is an important part of the process and a feature that’s available in most Applicant Tracking Systems. The feedback you’ll receive from them will directly impact the way you hire!

As a tech talent scout, I stay updated by chatting with developer friends, following tech stars on LinkedIn, and doing constant research. Here's a tip: try coding—it's not just for devs, and it's actually pretty fun. Stay connected with tech; your candidates will notice!

Toujours penser à l’expérience candidat ! - quelle sera la vision du candidat, de l’entreprise à travers le process ? - que va t’il penser des salariés de l’entreprise en rencontrant les différents acteurs du process ? - que va t il raconter à ses proches après les différents entretiens - va t’il recommander l’entreprise à son réseau ? - même si il n’est pas sélectionné gardera t il une bonne image ?