Candidates: Are you interviewing and need support?
Getting hiring right is mission critical to building a successful business.
When executed well, hiring leads to strong teams, maximal output, and great innovation; but when executed poorly, it results in expensive employee turnover, decreased productivity, and reduced customer satisfaction.
Multiple attrition studies show the cost of a poor hire is at least 30% of the employee’s annual salary.
As the leading predictor of job success, the most reliable tool in a hiring leader’s toolbox is the interview.
Traditionally, hiring leaders have approached interviews by engaging in free-flowing conversations, and relying on their own instincts to judge an interviewee’s potential. Unfortunately, such unstandardized practices end up delivering inconsistent results - not to mention inviting unconscious biases into the hiring process.
But with the rapid advancement of data-driven technology at our fingertips in today’s hiring landscape, there’s no reason why we can’t do better.
Structured interviews are designed to evaluate candidates’ job-related skills, without taking into account criteria proven not to determine job success, such as demographics information or educational background.
In structured interviews, job competencies are predetermined for each role. Then, each candidate is asked the same questions, in the same order. Finally, all candidates are evaluated in the same manner. The consistency is why structured interviews are 2X more effective in predicting job performance than unstructured interviews.
As a result, they make it possible for you to enhance both the quality and the fairness of your hiring decisions.
At HireVue, we understand that creating structured interviews can be an overwhelming, cumbersome process.
That’s why our team of I/O Psychologists and Data Scientists created HireVue Builder, a solution that allows you to easily identify the right competencies, interview questions, and evaluation criteria for every interview.
HireVue Builder empowers recruiters and hiring managers to transform informal candidate interview discussions into a well-thought-out, standardized process. And it gives candidates a more equitable opportunity to demonstrate their qualifications—enhancing quality and reducing bias.
Structured interviews create consistency across candidate evaluations and greatly improves accuracy of data. Over time, employee data will be collected and job competencies can be updated, allowing structured interviews to find quality talent much more accurately than traditional methods.
Structured interviews give candidates an equal opportunity to demonstrate their qualifications by asking the same questions to each candidate and assessing the responses based strictly on job-related criteria. The result? Higher profitability and more innovative teams.
Often, when a new position becomes available, hiring managers spend countless hours aligning their job descriptions, interview questions, and evaluations with the desired job competencies—or worse, they just wing it. The process is time consuming and subject to errors.
HireVue Builder automatically generates job-related proficiencies, interview questions, and evaluation benchmarks based on job title and level. Not only does this simplify the manual criteria mapping process for hiring teams, and help them identify the best candidates to interview quickly and accurately -- it also saves interviewers 40 minutes per interview, according to Google.
Historically, hiring managers have approached interviewing by engaging in unstructured conversations and asking questions as they seem appropriate. This reduces the chance for candidates to be assessed accurately and fairly based on their skills and talents.
HireVue Builder creates a standard framework for every interview by aligning job-related skills to interview questions and evaluation criteria. This predetermined scoring system helps hiring teams easily identify quality talent and make more effective hiring decisions.
Companies must be intentional about fighting unconscious bias at every step of the interview process. A recent case review reported that nearly half of unstructured interviews were found discriminatory compared to only 13% of structured interviews.
HireVue Builder recommends 2-6 questions—vetted by IO Psychologists and independently audited—that evaluate candidates strictly on their job-related competencies. This empowers recruiters and hiring managers to make decisions based on skills—not similarities—and ensures that the interview process is both fair and equitable, from the beginning.
HireVue’s pre-recorded video questions automate the interview even more, refining the candidate experience by humanizing the interview and improving accessibility.
Inconsistent hiring practices are a major concern for legal and compliance reasons. Without a process in place, interpretation of spontaneous interview questions can lead to litigation risks.
HireVue Builder’s process treats all candidate’s the same, reducing the risk of discrimination. It helps recruiters and hiring managers collect candidate evaluation notes and competency ratings and ensures that their processes are administered and documented appropriately.
A structured interview process is no longer nice to have—it’s a must. Not only will it simplify your hiring process, it will also ensure that your company is both compliant and fair.
With a continued commitment to effective, efficient, and ethical hiring practices, HireVue Builder empowers companies to put a clear structure in place, mitigating the risk of a bad hire.
Learn more about HireVue Builder. Request a demo to see how HireVue can help you set up a faster, fairer, friendlier hiring process.