You are a few steps away from finding the right person for the job! But be careful... it's precisely during this step, i.e. interviewing candidates, where you and your team will be prone to extremely high levels of bias.
Whether we realise it or not, we often make our mind up about a candidate in the first few seconds of the interview. Research has shown that this intuitive assessment of others (also known as ‘thin slicing’) is subjective, and can come down to a handshake, smile, or what the candidate is wearing. Fast and frugal (or ‘System 1’) decision-making would be fine if we thought that the things we were assessing in those brief moments conveyed useful job-related information. But it’s unlikely that the strength of a handshake or the colour of a person’s shirt will tell you much of their ability to interrogate spreadsheets, go that extra mile for a customer, or inspire other people in your Organisation.
Applied uses structured interviewing capabilities that, not only do a lot of the heavy lifting for you, but are also just plain helpful - e.g. telling candidates what to expect.
With Applied's interviewing feature you can:
- set the the number and type of interview rounds that suit your recruiting needs.
- create interview questions with the corresponding skills that you are looking for and the reviewing criteria that will guide the interview panel in an objective way.
- schedule interviews and invite candidates in a time-saving way.
- involve the hiring team in an interview process that aims at reducing all the bias and noise that happens when you first meet a candidate and shake hands.
- compile feedback and share it with candidates in an automatic, simple way.
- shortlist candidates based on interview scores.
Structured Interviews within a typical recruitment process done with Applied*
* Stages can change according to each Organisation's needs. For more information, you can also check out the behavioural design principles that are highlighted in the graph.
Here are the mains steps within the Structured Interviews stage: