As we embraced decentralized decision-making during the pandemic, we took steps to identify inefficiencies and inconsistencies in our interview process. Our previous interview approach posed challenges for hybrid work and ensuring equitable hiring practices. We required clearer guidelines our team now involved in the process.
To address these challenges and update our interview questions, we also had to increase the balance between subjective and objective evaluation. The format we had been using allowed unskilled interviewers to ask questions inconsistently which risked leading to inequitable evaluations. We also felt the process lacked transparency, causing delays and inefficiencies.
After pinpointing the main issues, we assessed our questions' quality and alignment with HR best practices. While the questions remained relevant, the format needed an overhaul to facilitate our hybrid work structure and guide interviewers effectively.
In September 2022, new interview evaluation templates were crafted for each interview stage, complete with a training video to ensure understanding. These online-friendly templates featured rating drop-downs, all questions ordered on one page and checkboxes for consent or dissent. Kick-off meetings clarified usage and objectives, evaluations were shared within the team, and a regroup before offers increased transparency.
The revamped process streamlined efficiency, boosted interviewer confidence, and enhanced transparency in decision-making. Through this process, we were also able to foster inclusivity and lead candidates to share their unique needs. Providing clear instructions and creating user-friendly forms are vital when involving individuals without formal training in a process.
Our progress is significant, yet further steps lie ahead. In the coming year, we aim to host a workshop to improve our team's capabilities in interviewing skills. This is one example of using an iterative process to improve on our practices within the business.
