The following is a guest blog post from Greenhouse. Want to learn more about how Entelo's integration with Greenhouse can work for your recruiting and hiring teams? Check it out at the Entelo Blog.
Here are three tips to keep in mind as you plan your recruitment and interview strategy.
1. Identify what you’re looking for.
Before you set out to source or interview any candidates, know what you are looking for, and make sure that everyone is on the same page. It sounds simple, but it’s a critical step that many companies overlook. Sit down with hiring managers, team members, and recruiters to identify the skills, personality traits, and experience that you believe are vital to succeeding in a role.
Using Greenhouse’s interview kits, create a list of the criteria that makes the ideal candidate, including skills, work style, qualifications, and more. Then, map out some questions that will help evaluate whether candidates are strong or weak in these areas. This will allow you to stay consistent and organized during the entire hiring process, and ensure that there are no criteria changes or varied expectations across your team.
2. Have a clear plan.
By structuring your interview process and writing questions in advance, interviewers come prepared to probe for the knowledge and behaviors that you’ve already identified. Having a clear plan and well-defined stages means that each candidate follows the same process, which allows for apples-to-apples comparisons as well as pipeline clarity for interviewers. It also means that each interview has a clear purpose and that nobody asks the same question twice.
In addition, a clear process helps provide an awesome candidate experience. Interviewers are prepared, organized, and efficient. Being on track and mindful of time is not only important for the organization, but for the candidate as well.
3. Create candidate scorecards.
Now that you have identified candidate attributes and mapped out your interview plan, customizable scorecards make it easy for interviewers to track, communicate, and compare interview takeaways.
Scorecards are action-oriented ways to evaluate candidate compatibility quickly and effectively. In a glance, hiring managers can identify where a candidate is strong or weak, what questions remain unasked or unanswered, and where there are any disagreements among the organization. Instead of relying on your gut, you can set up another interview to tie up any loose ends before sending off an offer!
On July 30th at 10 am PT/1 pm ET1:30pm EST, Entelo and Greenhouse will be hosting a webinar “How to Set Up Candidates for Success.” Learn more about best practices in recruiting and interviewing, our new integration, and more by grabbing your seat here.
