The modern workplace has undoubtedly and significantly evolved in recent years and so have the corresponding recruitment processes and practices to align with contemporary needs. Despite this continuous development and evolution, one aspect of the recruitment process has stood the test of time – the interview process. An important starting point of any hiring process is the first contact, the interviews and everything associated with it. However, this process has become more modernised and uniquely suited to each organisation and its needs.
Employees are the cornerstone of any organisation’s success; therefore, hiring the right individual for a specific role plays a significant part in ensuring its success in relation to its goals and objectives. To ensure an organisation recruits the most suited talent with the highest level of expertise, three of the modern best practices for conducting successful and effective interview processes will be explored below.
Multi-Interview Process
Many organisations use different interview stages with role-players from various departments. By utilising different stakeholders within the organisation, it assists in better objectively determining whether the candidate has the necessary technical expertise and whether they will fit the organisational culture or not. The benefits of having multiple interviews with different individuals mean that an employer can fully assess various characteristics and capabilities of a candidate, leading to a more objective and holistic assessment.
Standardised Interview Questions
By asking the same or similar questions to all candidates and keeping records of their respective responses, a fair evaluation of each candidate relative to the others can be made. This assists in objectively determining the candidates’ abilities and expertise against a set metric or standard. Ensure these questions align with the core competencies required for the role and the organisation’s values.
Practical or Hypothetical Scenarios
Many employers already use these types of questions or scenario-based questions during interviews. Still, the key to the success of these types of questions is to pose as realistic or practical scenarios as possible. This gives a convenient opportunity for the candidate’s response to be weighed against a practical situation the organisation has already encountered or is familiar with, and the response can then be used to gauge the level of competence or expertise the candidate may have.
The interview process is a critical component of the recruitment process. Modernising it to align with current best practices can significantly enhance its effectiveness to ensure organisations recruit the right individuals for a role. By adopting various best practices such as a multi-interview process, standardising questions and using practical scenarios, employers can make more informed and reasoned hiring decisions, which in turn will contribute to organisational performance. These practices ensure a thorough evaluation of candidates, ultimately leading to better hires and organisational success.
Article By Daniel van der Merwe
National Collective Bargaining Coordinator at Consolidated Employers Organisation (CEO SA)