How do you optimize the interview process? Here are a few tips.

The Big Picture Consulting recommends a 2 stage interview process – Virtual, then In-Person. We have found if an applicant is going to "ghost" the interview, they usually do so for the first interview. Hosting this virtually minimizes the disruption to your management team, as these are normally shorter and easier to pivot to different tasks if the applicant doesn't show up.

The virtual interview should confirm the applicant’s interest and understanding of the job being applied for, and focus on Yes/No questions to gauge minimum non-negotiable qualifications and prepare them for the rest of the process. 

The in-person interview needs to be the sales pitch of your Brand to the applicant, plus an open conversation to determine their character qualifications as a Brand Representative. Focus on open-ended questions to encourage longer dialogue and give the applicant the opportunity to share more about themselves to help you make a qualified business decision. Adding in a technical skills or physical requirement test is appropriate at this phase. We do NOT recommend ride-along “working interviews.”

The questions for both interview phases need to be predetermined and consistently asked across all applicants being interviewed for the position. Consistency is key to avoid discrimination claims… that, and making sure you do not directly ask any of the growing list of “no-no” questions! 

Whatever your interview process ultimately looks like, make sure it is INTENTIONAL in what it is communicating about your Brand to applicants, is FUNCTIONAL to get the information needed to make a qualified hiring decision, and is COMPLIANT so as to avoid those pesky discrimination lawsuits! 😇😎

Need help in refining your interview process? You already know a Guy! Just reach out to us.