7 Problems With Your Interview Process You Must Fix Now

Tips to Create the Perfect Interview Process to Avoid Poor Hires

The interview process is a crucial part of the hiring process. It is the opportunity for hiring managers to evaluate a candidate’s qualifications, skills, and fit with the company culture.

However, many HR departments face common problems with their interview process that can lead to poor decision-making and hiring the wrong candidate.

What are these problems? How can you solve them?

Problem #1: Lack of Standardized Interview Questions

When each interviewer uses their own set of questions, it can lead to inconsistent evaluations of candidates. Even the same interviewer may ask different questions to different candidates. This makes identification of the best candidate virtually impossible.

To solve this problem, it is essential to create a set of standardized interview questions. This will ensure that all candidates are evaluated based on the same criteria.

Here are a few suggestions for creating a set of standardized questions:

  • Identify the key skills, qualifications, and attributes that are necessary for the position and create questions that will assess these factors.
  • Use a combination of behavioral-based questions and situational questions that will allow candidates to provide specific examples of their past experience and how they handled certain situations.
  • Include questions that assess the candidate’s fit with the company culture and values.

Once the questions are finalized, make sure all interviewers are trained on the questions and how to ask them in a consistent manner.

Problem #2: Not Enough Time Allocated for Interviews

Hiring managers are busy people, often with time constraints. But rushing through interviews can lead to poor decision-making and the hiring of the wrong candidate.

To avoid this problem, it’s important to schedule enough time for in-depth interviews. Here are a few recommendations for doing so:

  • Allocate at least 45 minutes to an hour for each candidate.
  • Schedule enough time between interviews to allow for breaks and to review notes from previous interviews.
  • If necessary, schedule additional rounds of interviews to ensure that all candidates are evaluated thoroughly.
  • Have a structured interview guide in place with a set of questions that will be asked to all candidates, so that the interviewer can follow it consistently.

By scheduling enough time for in-depth interviews, all candidates are evaluated thoroughly, fairly, and consistently.

Problem #3: No Structured Interview Guide

A lack of structure in the interview process can result in interviewer bias. Without an interview structure, interviewers may rely too heavily on their own opinions, experiences, and instincts when evaluating candidates, rather than on objective criteria. And we all know where bias can lead.

To avoid this problem, it’s important to create a structured interview guide that ensures fair and consistent evaluations. A structured interview guide should include a set of standardized questions, a scoring system, and guidelines for evaluating candidates. Training for all interviewers is also recommended.

Problem #4: Ignoring Non-Traditional Candidates

Another common problem in the interview process is ignoring non-traditional candidates, such as those from diverse backgrounds, those who have taken a career break, or those who may not have the traditional qualifications or experience. In a tight labor market which is challenged by a skills shortage, you need to delimit the pool of talent from which to hire.

Therefore, it is important to consider candidates from diverse backgrounds. Such hires can bring new perspectives, deliver new and innovative ideas to your company, and foster an inclusive culture. Maintain a focus on transferrable skills, and you will have a bigger talent pool.

Problem #5: Focusing Too Much on Skills and Not Enough on Cultural Fit

A candidate may have all the necessary qualifications and experience, but if their values and work style are not aligned with the company’s culture, they may struggle to fit in and be less productive.

To avoid this problem, it’s important to assess cultural fit during the interview process and not to overemphasize qualifications, skills, and experience during questioning. To get the balance right:

  • Include questions in the interview that assess the candidate’s values and work style
  • Ask the candidate to provide specific examples of how they have handled situations that align with the company’s values and culture
  • Use behavioral-based questions that provide insight into the candidate’s work style, problem-solving abilities, and communication skills
  • Have the candidate meet with employees from different departments to get a sense of how well they will fit in with the team

By assessing cultural fit during the interview process, you can ensure that the candidate is comfortable with your company culture and will be productive and engaged in their role – and less likely to leave within a few months.

Problem #6: Not Gathering Feedback from All Interviewers

Each interviewer has their own perspective on the candidate and their feedback can provide valuable insight into the candidate’s qualifications, skills, and fit with the company culture. Without this feedback, you may not have a complete picture of the candidate and may make a poor hiring decision.

To avoid this problem, it’s crucial to implement a system for gathering feedback from all interviewers. Here are a few recommendations for doing so:

  • Create a standardized feedback form that includes questions about the candidate’s qualifications, skills, and fit with the company culture
  • Have the interviewers fill out the feedback form immediately after the interview
  • Make sure that all interviewers’ feedback is collected and reviewed before making a hiring decision
  • Use a scoring system that allows for objective evaluations of candidates based on the feedback provided by the interviewers

Problem #7: Not Following Up With Candidates

Not keeping in touch and providing prompt feedback after an interview is a big mistake. Candidates who do not hear back from the company may feel ignored and unimportant and less likely to apply for future positions or recommend the company. The best candidates are never on the market for long.

To avoid this problem, it’s important to send timely and professional follow-up communication with all candidates. Here are a few tips for doing so:

  • Send an email or message to all candidates within 24 hours of the interview to thank them for their time and let them know the next steps in the process.
  • Keep candidates informed of the status of their application and let them know when they can expect to hear back from the company.
  • Send a personalize message to candidates who were not selected for the position, thanking them for their time and effort and providing feedback on their interview.

By sending timely and professional follow-up communication with all candidates, companies can maintain a positive reputation and keep candidates engaged in current (and future) opportunities.

Fix Your Interview Process to Hire More Successfully

The interview process is a crucial part of the hiring process, but it is littered with potential problems. By identifying and fixing these problems, you will ensure that you make fair and informed hiring decisions.

In this article, we’ve discussed the major problems that lead to poor hiring decisions, and we’ve suggested possible solutions. However, implementing these solutions and recommendations may require a significant amount of time and resources. This is why many hiring companies turn to staffing agencies.

As a specialized staffing agency, 6 Degrees  has the resources and expertise to handle the recruitment process and can help you avoid the common problems discussed in this article. The result? More effective interviewing, better hiring, and a more motivated, engaged, and productive workforce.

To learn how we can help your company improve its entire hiring process, please contact 6 Degrees today.

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