We all know that structured interviews lead to better hiring decisions. And if you don’t, then after reading chapter I of this playbook you will. What we also know is that hiring managers have an enormous impact on the success of your company’s hiring decisions, as they mainly conduct the interviews, and have the final vote.
Finally, the last thing we know is that, in contrast to People professionals, hiring managers aren’t a fan of structured interviews. Here’s why:
- They don’t want to put in extra work, as they are not being evaluated on hiring success. The truth is that hiring is secondary for them, and definitely not on top of their priority list. Yes, they need a well-composed team in order to reach their goals, but hey, that’s what the People team is for, right?
- Most hiring managers think they’re perfectly capable of judging candidates based on an interview.
As long as you don’t make it simple and meaningful for hiring managers to structure interviews and set up a comfortable process, interviews will never get any more structured, and your hires will never get any better and more diverse. So, this is yours. In this playbook, you’ll hopefully learn everything you need in order to help out your hiring managers, and accelerate your hiring success.
After all, it’s always best to control your own success, right?
Cheers, Charlotte Melkert
Co-Founder & CEO at Equalture
Insights you will get from this playbook
- A better understanding of the importance and misperception of structured interviews
- A template that you can use for creating a structured interview process
- How to bring this template to life
- How to motivate your hiring managers to start using this template
- Use Case: How gamification can help you solve issues that even structured interviews won’t solve