A seamless interview includes more than candidate experience and playing calendar Wordle. It’s important your team is ready to make the most comprehensive, fair, and scalable assessment possible. How? A pre-brief meeting ensures great candidate experience, comprehensive evaluation, and a standardized and repeatable interview process. We began conducting a pre-brief meeting before interviews at Hired and we’ve found them to be game changing.
After a recent debrief, our talent team realized many of our interviewing teams needed alignment on what they were supposed to be assessing. We found interviewers fell into a pattern of asking the same questions and, candidly, not adequately evaluating interviewees.
Before we let the interviewing team do their thing, we must get all key stakeholders on the same page with a pre-brief meeting. Stakeholders include the recruiter, hiring manager, and interview squad.
The pre-brief meeting is exactly what it sounds like: a briefing before interviews begin in order to ensure everyone is clear on their role within the interview process.
If candidates wind up answering the same questions in multiple interviews, they’ll be fatigued, and your team won’t get a well-rounded, accurate assessment of their abilities.
A day or so before the scheduled interview, the recruiter (that’s you!) sets up and runs a 30-minute meeting. It’s not necessary to do this for every single candidate.
Before the pre-brief meeting starts, send out a collaborative document including:
When the meeting starts, make sure everyone has access to the shared document, is familiar with the job description, and understands the organizational need to be served by filling the role. Then, have the hiring manager take a deeper dive into the on-site loop.
For a role brand new to the company, ask the hiring manager to assign each interviewer the area of assessment to drive the conversation. To prevent lots of overlap, give the team the option to go over and call dibs on example interview questions.
Once everyone’s clear on the area to assess, review benchmark candidates to give the interview team examples of “best fit” candidates.
Feel free to include:
This helps the team better understand what the hiring manager needs. As a bonus, it may jog ideas for candidates in their own network and even inspire referrals.
Occasionally, a great candidate has a strict timeline and/or the competition for talent is fierce. This may require you to streamline the process. You not have time for all stakeholders to meet.
If this happens, ask the hiring manager to send an email to the interview panel detailing interview roles and some background on the candidate.
To make this easy on the hiring manager, we made a template to make sure all bases are covered. We’d love for you and all your hiring managers to use it. To get your copy, click the giant button below!
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Previously published in 8-1-17, Revised 1-11-22