Rolebot’s Top 5 & 5: Promoting the Team from Within

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February 17, 2021

As employers, it’s important to optimize our interview process. Why? For starters, we aim to fill those positions as soon as possible. Toiling over it for months on end might strain the team’s efficiency, and prospects prefer not to be strung along for weeks after participating in an interview.

Optimizing this process will not only provide you with great talent for your team, but it’ll also reflect well on your company reputation. But how do you optimize your cadence and the interview process overall?

5 Suggestions

  • It’s always in our best interest to gain an understanding of a candidates’ experiences and skillset, but more importantly, determining our own team’s requirements for the position and setting clear expectations during the interview.

  • Have an interview structure determined prior to the interview and share a small agenda with a candidate before commencing the conversation.

  • From an interview POV, we want to identify relevant accomplishments or responsibilities in a candidate’s resume and ask how those experiences align with the needs of the position.

  • In our efforts to find the best person for the job, finding an optimal well-rounded candidate is ideal. Aside from job-specific questions, ask them how they landed each role, what their goals were in pursuing a degree, or career path, and how they ended up on this path; Inquiring about their goals, both prior and future are key factors in how a candidate ended up in the position and where this person is headed; It shows maturity, discipline and where their passions lie.

  • Over the course of the interview process, always make sure to keep candidates you like warm, and close the loop with candidates that are not the right fit.

5 Avoidances

  • Don’t disregard red flags during an interview process with a candidate. If you feel someone is not being responsive in a timely manner or seems distant, it’s probably not the right candidate.

  • Don’t overstack an interview session with team members just because. Include only those that are necessary to make a decision focused on team dynamic and skill set assessment.

  • Try and avoid asking questions that don’t bring ROI to the decision making process. If you ask a question, ensure you’re able to measure the response.

  • Don’t be late. Be punctual, make sure an interview starts on time. The last thing we want to do is make a bad 1st impression on something that is in our control.

  • Avoid taking too long to circle back with a candidate regarding the next steps. If you like the person, try and circle back within 24–48 with an update on the time frame.

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