The reality of the hiring landscape today is that for many hiring teams, thousands of hours are not possible to build-up before diving into refining a talent pool. Now let’s take a look at three ways to strengthen your hiring approach in 2023.
- Leverage data to make fair and objective hiring decisions
An immediate improvement to your hiring process is to capture data from the interview sessions through audio recording and transcription. This has the added advantage of reducing the need for note-taking.
By doing this, you will remove ambiguity and ‘gut feelings’ with technology and data. This means that after each interview, you can provide insight and evidence, helping your hiring team make objective decisions.
Another huge plus of this approach is that by gathering data, you can gain insights for continuous interview improvements. It will also help your teams to pinpoint top talent faster
Top tip: use structured scoring and interview data capture for fairer faster hiring decisions.
- Use an interview platform that automates manual tasks
Introducing a centralised system means that your top performers can be found quicker. This is an invaluable investment to safeguard against losing valuable profiles and data. The safety net of a robust system means that data is stored in a clear, transparent way for all members of the team to access.
A system like this also allows you to track progress with candidates across multiple rounds of interviews. Without a structure or training hiring teams about the value of this approach, it’s so easy for vital pieces of information to fall through the cracks or that human error simply means that things are omitted by accident.
When it comes to the task of hiring at scale, interview intelligence means that you can quickly sort candidates, filter by benchmark scores and foster a range of opinions on a candidate from diverse interview panels.
- Train your team to deliver a fair and inclusive hiring process
One of the most important points to share with hiring teams is that a strong interview framework will support your diversity, equity and inclusion goals faster. How does it do this? By reducing bias in the interview process. It’s also important to educate around the dangers of unconscious bias.
Other important elements to establish in the training of your hiring teams is to use data capture, follow structured interview questions only. Introducing panel interviews will help you to build highly effective and diverse teams.
At every point of your hiring process, promote fair and inclusive interviewing, while providing full transparency across the whole hiring process.
Top tip: leverage Interview intelligence to support objective rather than subjective opinion and make more informed hiring decisions.
Quick fire dos and don’ts
Dos
- Harness interview intelligence to drive improvements
- Automate parts of your interviewing process to facilitate engaging conversations
- Provide equal opportunities for candidates and focus on evidence and data for decision making
Don’ts
- Let subjective feedback or bias creep into hiring teams’ decision making process
- Allow a free-flow to interviews with ad-hoc data capture
- Support a process that has no clear guidelines on diversity, equity and inclusion goals
For more tips, check out our fair interviews best practice guide
