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Two Steps to Better Candidate Interviews


“Assessment” is a buzzword across recruiting organizations, diversity teams, and hiring teams. And its buzz is well deserved.

Hiring permanent employees brings a lot of risk and nobody wants to make the wrong decision, especially when the stakes are so high. Hiring the wrong person could mean managing out the hire, dealing with performance plans, and derailing an otherwise high-performing team.

Organizations put a significant amount of time and resources into candidate assessment: background checks and other screens, expensive assessment tests, interview training, pulling staff members away from work to conduct multiple resume reviews and interviews, and data analysis to find opportunities to improve hiring efficiency and success.

Unfortunately, something that’s missing in many companies’ interview wheelhouse is an essential key to great assessments: planning team interviews.

We’ve got two steps that’ll help you significantly improve the hiring process for your team.


Do your interviewers know the significance of the role this candidate would have? Do they know the challenges? Characteristics required for success? If you haven’t laid this out, how do you know?

The first step in planning is to make sure each interviewer has a unique and specific task to accomplish. Quality and efficiency of assessment depend on each interviewer knowing what unique and specific information will they need to have by the end of the interview and what information other interviewers are tasked with gathering. Put it down on paper or on a shared document. Better, use our free downloadable worksheet,  and you won’t have to reinvent the wheel.

Getting interviewers on the same page aids in getting broader and deeper information crucial to good decision-making, so organizations make more informed decisions in shorter time. It prevents the wasted time of interviewing only to arrive at, “I’m just not sure” or “I’m on the fence,” a side-effect of teams covering the same information repeatedly and failing to cover what they really need to know.


Hold a hiring meeting at the end of the interview day. This is a meeting of all interviewers and decision makers, as well as recruiters, where each interviewer shares their findings (not just their recommendations) and has open discussions. These meetings will either alleviate concerns or bring forward reasons to not to hire.

The benefits of this meeting include:

  • A clearer picture of the candidate’s fit and gaps
  • Valuable information to help the hiring manager onboard their eventual hire
  • Organizational trust in the hire, which will help them accomplish deliverables faster
  • A calibrated team who get better at assessment from each interview
  • Avoiding the dreaded “telephone game” to encourage open communication
  • Providing an excellent candidate experience with informed interviewers

Having all the interviewers in the same room for one meeting can save hours of tracking down feedback, combatting the same objection (or answering the same question) repeatedly, and help keep everyone focused on the aspects of the candidate—and the job—that determine success.

These two simple steps will help you make better hires that stick and keep your interview process moving forward faster.  So go ahead and download our
Team Interview Tool and get your hiring team on the same page.

If you have questions or need help, our team would love to assist!

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