Getting familiarised with your interviewer links and with a typical interview flow

These are the main elements of the interview flow that will be very easy to get familiarised with once you start doing interviews:

• Getting started with an invitation email
• Once in your interviewer link: getting a quick summary about the steps you'll go through
• Going through step 1: preparing and checking the questions
• Going through step 2: greeting the candidate.
• Going through step 3: adding scores and notes before conferring with colleagues
• Checking the candidate leaderboard

Email with invitation to interview candidate

This email is the first way to know that you'll interview a candidate (you'll receive one email per  interviewee/round). This email will:

• let you know for which role you've been invited as an interviewer.
• confirm the date and time of the interview. You'll also receive a calendar file that you can add to your calendar.
• contain a unique interviewer-interviewee link. You can always come back to this link.
  

A quick summary of the interview's mains steps

After you click on the link included in the email, you'll first have an overview of what to expect from your job as an interviewer. You'll see:

A. A reminder of the candidate you'll interview and the date & time of the interview.

B. A summary of the main steps you'll go through when doing the interview. You'll be able to click on step 1.

C. A reminder of why we recommend you to avoid using CV even during the interview.

Step 1: preparing the interview

The best way to be as consistent as possible with all candidates is to know what are you going to assess. That is the reason why at the 'prep' step you will see the list of interview questions or sections and their corresponding Review Guides and skills to be tested.

You will be able to see this information again when you go to step 3. adding scores.

Behavioural science in the Interviewer flow

Structured Questions is one of the behavioural design principles that comes to action at this point of the interview flow. Data show that interviews where candidates are all asked the same (work-style) questions are more predictive of performance and fall less into the trap of 'fireside chat'. That's why, while preparing the interview, we make it easy for you to review the questions or sections that all candidates are assessed on.

 

Step 2: greeting the candidate & explaining what happens next

Help ease interviewees in by telling them that you’ll be taking them through a structured interview which could feel a little wooden, but that it’s designed to help them shine. One you do this you can click on the 'start interview' button.

Step 3: Adding scores and notes before conferring with colleagues

You and your colleagues will be able to score each question and add notes that summarise the candidate's main points and that also justify your scores.

Our recommendation is to score candidates on each section or question as you go and to submit your scores before discussing them with your colleagues.

Behavioural science in the Interviewer flow

Setting scoring rules, including rules on when to score, are key to address unconscious bias. Our memories can sometimes fail us: we tend to remember the highs and lows, and whatever just happened; and we also tend to unconsciously overstate the first 15 seconds. So that's why in step 3  of the interview flow we nudge you to score candidates on each section, as you go (on a 1-5 scale), allowing the system to calculate overall performance for you!

Having independent scores should also be part of your scoring rules. The more we discuss with others, the more we tend to take on others' viewpoints at the expense of our own. Wash up discussions usually converge around the loudest or most powerful voice in the room. That's why Applied lets you collect multiple scores simustaneously and encourages you to submit your views before discussing them with others.

 

Checking the candidate leaderboard

After you submit your scores you'll be able to check candidates' performance up until that point of the recruitment process.

The leaderboard at the end of your interviewer flow shows scores as they're given. You may notice some disagreement, which is a good thing. These different perspectives are usually obscured by team dynamics when teams discuss interviews.