The Interview Process


Do you have a solid, easily-repeatable process for interviewing employees? It’s fine if the answer is “no”, because most small businesses and organizations do not. Fortunately, we can help you establish one! Having an established process for interviewing candidates will help you identify the best candidate quickly. And in addition to having a robust method of screening, interviewing, and reviewing the best candidate for the role, you will need to keep track of certain legal information for tax and records-keeping purposes.

This streamlined procedure for hiring candidates is tried and true:

  • Resume Review

    • At this stage you will reviewing all resumes you get from all the portals where you have posted your listings.

    • Because of time restraints, you can’t talk to everyone who sends in a resume ,so have some hard cutoffs like minimum years of work experience or must have certain technical skills.

  • First Screening

    • At this stage, you will be calling some qualified candidates that pass your hard cutoffs.

    • This is usually a quick call over the phone where you can describe the role and your company and ask the candidate to walk through their resume. A good candidate can explain their resume quickly without hesitation.

    • Ask for their interest in the role and company, then proceed to next steps if they are interested and seem like a good fit.

  • (Optional) Technical Screen

    • At this stage, you may want to test candidates’ technical skills if this is very important to the role.

    • A common way to test analysis skills is by sending the candidate tasks to do on Excel. A common way to test coding skills is to ask for a Github portfolio or for previous work  samples.

  • First Round Interview

    • At this stage, you should be interviewing candidates in a longer, formal interview, usually in person or on Skype.

    • Most companies do at least 2 formal interviews. Here is when you can drill into the candidate’s resume and experience to make sure nothing is exaggerated.

    • Look out for candidates who bad talk past employers, and look favorably on candidates who ask a lot of questions and show that they’ve done research on the company.

    • Another option is also group interviews where you interview multiple people at once to see how they interact in a group setting.

  • Second (or Final) Round Interview

    • At this stage, you are probably only talking to candidates who have met all of your minimum requirements and are now trying to find the best fit for your team.

    • Test for cultural fit like “will they work well in your team” and “do they believe in the mission and vision”.

    • Give other members of your current team a chance to talk to these candidates to gauge fit. You can have a third and final round of interviews to get opinions from as many people as possible.

  • Reference Check

    • At this stage, you have probably decided on the candidate you want to hire.

    • Ask for their references if they have not provided some already. Schedule brief calls with the references to double check the candidate’s past experience.

    • Have 1 or 2 backup candidates in case you need to make a different choice.

  • Offer

    • At this stage, you will have given an offer to the candidate of your choice.

    • Depending on their answer, you may be finding another candidate if they decline or officially hiring if they accept.

  • Follow-Up

    • At this stage, you will have given an offer to the candidate of your choice and they have accepted.

    • Be sure to follow up with everyone that applied and interviewed that you closed the role and to thank them for their time.