Building a structured interview process even for the most unstructured roles is crucial to make successful hires. Before reaching out to your profiles to schedule interviews, have a predetermined interview process in mind (or even better, written down). It can include a bit of this:

1. Send an email with tips on what they can expect from the interview and how they can best prepare for the specific role

2. Use multiple behavioral structured interview questions. Questions like these will typically begin with “what would you do if…” or “tell me about a time where you...”. Here are some examples below:

  • Tell me about a time you had difficulty working with someone (can be a co worker, classmate, client). What made this person difficult to work with for you? What steps did you take to resolve the problem? What was the outcome and what could you have done differently?
  • Tell me about a time when you effectively managed your team to achieve a goal. What did your approach look like? What were your targets and how did you meet them as an individual and as a team? How did you adapt your leadership approach to different individuals? What was the key takeaway from this specific situation?

3. Use work sample tests to gauge a candidate's level of skill and ability to learn the tasks required in a particular role

For example, writing algorithms or code for developer roles, writing blog posts for the marketing team, and trial days or mock scenarios for customer service teams

Give the interviewee time to ask questions or discuss concerns during the interview.

This is just to help you get started. Learn more here about running successful interviews →

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