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Interviewing might be the most important part of the hiring process, but it can also be the most time-consuming. It’s important to approach it carefully so you don’t make a bad hire. But if you take too long, you risk losing your top candidate to another employer! Here are three tips to make your interview more efficient—concise without losing thoroughness.

Make a Cheat Sheet

Give interviewers a summary sheet before each interview. It should list the questions, which will be the same for each candidate, you most want to ask. Some interviews grow organically or take unplanned diversions, but at least know what you absolutely have to ask. The cheat sheet should also list the qualities that are top priority. You might include space for the interviewers to jot notes.

Coordinate with Others

If you’re sending the same candidate to several interviewers in your company, plan ahead so you know who will ask what questions and in what type of format. If you’re using a panel of interviewers, do the same. No use wasting time with awkward pauses when you’re trying to be efficient! You’ll also seem as though you don’t know what you’re doing in front of a potential top candidate.

Share Answers and Feedback

Find a way to share responses in a timely manner so that everyone’s on the same page before a new interview begins. This might mean blocking out a few minutes after each interview so interviewers can share what the candidates said or sending out a summary email to those who “need to know.”

Get the feedback from interviewers as quickly as possible, while the meeting is fresh in their heads. To be really speedy, have them shoot a quick email or filling out an online survey. The email and survey can even be completed during the interview! Just let the candidate know you’re going to be taking notes throughout, so they don’t think you’re being rude. If you use a survey or a rating system, give an even number of scale choices—basically, “hire” or “no hire”—so you don’t give your interviewers a chance to waver somewhere in the middle.

Sharing information with everyone speeds up the decision-making process, so those in charge of hiring have as much data as possible. You can quickly let your top candidates know they’re on to the next round and the weaker ones that they’re not a good fit.

For more information on how to improve your hiring process, contact PrideStaff Denver Northwest today.

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