Preparation
Employer Preparation:
HR or the hiring manager reviews the candidate’s resume, cover letter, and any other submitted materials.
They create a list of key competencies, skills, and qualifications required for the job.
They may develop a set of interview questions to assess the candidate’s fit for the role.
Candidate Preparation:
Candidates research the company, its values, culture, and the specific job role.
They review common interview questions and prepare responses based on their experiences and achievements.
Candidates may also prepare questions to ask the interviewer.
Scheduling
HR or the hiring manager schedules interviews, coordinating availability among the interview panel and the candidate.
Interview details, including time, location (if in-person), and any required materials, are communicated to the candidate.
Types of Interviews
Phone/Video Screening:
Initial interviews are often conducted over the phone or via video conferencing to assess basic qualifications and communication skills.
One-on-One Interviews:
In-person or virtual interviews with a single interviewer allow for a more in-depth discussion of the candidate’s background and qualifications.
Panel Interviews:
Multiple interviewers from different departments or levels may assess the candidate’s suitability and ask a variety of questions.
Behavioral Interviews:
Candidates are asked to provide examples from past experiences to gauge how they handled specific situations.
Technical Interviews:
Assess the candidate’s technical skills and knowledge relevant to the job.
Assessment Tests:
Candidates may be asked to complete skills assessments or tests related to the job requirements.
Interview Questions
A mix of behavioral, situational, and technical questions are asked to assess the candidate’s skills, knowledge, and cultural fit.
Candidate Questions
Candidates are given an opportunity to ask questions about the company, team dynamics, and the role.
Assessment and Scoring
Interviewers evaluate the candidate’s responses based on predetermined criteria.
Scoring systems may be used to objectively assess candidates.
Post-Interview Communication
HR or the hiring manager communicates the next steps to the candidate, such as additional interviews, assessments, or the decision timeline.
Decision Making
The interview panel discusses each candidate’s strengths and weaknesses.
A final decision is made based on the collective assessment of the interviewers.