What to expect as an interviewer when using Applied

If your organisation is using Applied and you've been a reviewer of short-answers submitted by candidates, there is also a good chance that you'll participate in the interview rounds that have been setup through the platform.

Here you'll find:

• the behavioural design principles underlying the interviews you'll make; and,
• the main steps that you can expect as an interviewer.

Note: You can also click here to learn more about best practices on preparing & doing interviews.

 

Behavioural design principles underlying the Interview Process

Principle	Why?	What it means for you
Structured Questions	Evidence shows that conducting interviews where candidates are all asked the same (work-style) questions, are more predictive and less likely for to fall into the 'fireside chat' trap.	We allow you to set to interview questions or sections that all candidates will be assessed on, in advance.
Rules for  Scoring	Our memories can sometimes fail us: - we tend to remember the highs and lows more (rather than having holistic overviews). - we tend to unconsciously overstate the first 15 seconds of any interaction.	You score candidates on each section of the interview as you go, on a 1 to 5 scale, allowing the system to calculate overall performance for you, therefore, enabling greater objectivity.
Independent Views	The more we discuss what we think with others, the more we tend to take on others' viewpoints at the expense of our own. "Wash up" discussions often result in convergence around the louder or more powerful voices in the room.	We allow multiple scores to be collected simultaneously and encourage people to submit their views before discussing with others.

Main steps as an interviewer

For each candidate that you're asked to interview:

1. You'll get an email invitation from HR. Besides the date and time of the interview, which you can add to you calendar, this email contains a unique personal link to the candidate you'll interview.

3. Click on the link and follow the instructions provided there. These instructions are divided into step 1. Prep, step 2. Greet & Explain, step 3. Take notes.

4. Once you are in step 3, you'll be able to provide scores to each question and take notes. These notes will be visible to the HR team and can be used as an input for compiling the feedback that will be shared with candidates.

5. Once you've scored the interview, you can check some cool stats about the whole recruiting.