One. That’s How Many Interviews You Need to Hire the Right Candidate.

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If you’re like most companies, you’ve already shifted to virtual interviews because let’s face it: The traditional process used at many organizations — multiple in-person interviews, meetings, and weeks of decision-making — isn’t going to work in these times. But is there more that you can be doing right now to improve your hiring process?

Now’s a good time to consider deploying the one-and-done interviews — that is, having the candidate partake in just one interview — to break the status quo of recruiting and hiring. Startups have used this approach for some time to find the right employees without sacrificing their values, beliefs, and sanity.  Plus, fast-growing companies don’t have time or resources to go through the usual weeks upon weeks of recruiting and hiring. They therefore understand the importance of using a simplified approach that gets down to the nitty-gritty.

Now, even if your company does have the time and the resources to do things the conventional way, it doesn’t mean you should. With so much of hiring virtual right now, and with time being of the essence, it makes sense to leverage one-and-done interviews.

Of course, if you’re going to do only one interview, you’ve got to make sure that the other elements in your hiring process make sense. So here’s how to strip back your approach, using just three steps to your process, to get straight to the point and eliminate the fluff around hiring.

1. Simple Phone Screening

Starting with a phone screen is still important — especially to narrow down the pool of applicants — and it doesn’t require a lot of change from conventional hiring approaches.

This step is particularly important to use as a conversation to get to know candidates and make them comfortable with your company. To do that, try leaving it unstructured. This may sound counterproductive, but doing so is critical for getting to know candidates and allowing them to shine. Asking broad questions like “Tell me about…” and “How do you deal with…” allows for open interpretation and gives candidates a chance to direct where they want to go with their answers. It also shows that you care about what they have to say and that you value their insight. Read more here…

Source: ERE

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