How Structured is Your Hiring Process? -

How Structured is Your Hiring Process?

How well you can predict a candidate’s suitability, personality fit and performance on the job is totally down to how you conduct the recruitment process and specifically the structure of the interview/s.

Can there be anything more important than the sustained profitable growth in any business than hiring right? Done properly, with focus and clarity, the time put into the process is most defiantly worth the effort of hiring the very best people.

Hiring is about meeting a need, not filling a seat.  Recruiting is a four staged process and every stage is equally important as the next;

  1. Always write down a job specification and person specification
  2. Always “Sell” the job and the company to each of the candidates you interview
  3. Follow a structured interview process to assess candidates core skills, culture fit and personality
  4. Use assessment methods to evaluate candidates core skills and knowledge

Unstructured interviews result in small talk and maybe a few questions asked about points on an applicant’s CV as well as a whole lot of improvisation depending on what the candidate says.


The importance of a structured interview


Structuring an interview can drastically improve your chances of making the right hire, help you focus on planning for the future, not just the immediate needs of the business and allow you to remain objective throughout the whole process.

The interviewer/s needs answers to critical questions such as: who are you trying to hire? And, how will you evaluate the applicant? As well as a clear focus with the ability to be able to end the session knowing if the candidate has the real skills to fulfil the role, is the right fit for the culture of the organisation and if there is room for further career development both to benefit the applicant (if necessary) and for the company.

What will a successful hire accomplish in their first year on the job and work backwards from there to lock in your hiring criteria.

Start by defining success, be clear about what you want, the specification of the job and the specification of the person that you are looking for to fill it.


To be effective, the job criteria needs to be specific and clear. Outline all your expectations along with the skills & qualifications. You need to be clear about what you want.

  1. Who are you trying to hire? – What business objectives are you trying to meet with this role?
  2. Define SuccessWhat will a successful hire accomplish in their first year? What will they accomplish in their first 3 months to achieve those first year goals?
  3. Be specific about who you are looking for start by listing the 3 best people in similar roles within the company. Describe your company culture. What are the common attributes that will make someone a culture fit for your company?
  4. How will you evaluate the candidate?  Their Skills, Personality traits, qualifications?
  5. What will the interview process look like? – Initial screen, Candidate qualifications, skills testing, culture fit, team panel, one to one with the hiring manager and then finally the offer.


At the end hiringof the process, you should know everything you need to know about a candidate to confidentially extend an offer. It’s important to think about tailoring your offer to the things that each candidate most values.

Happy Hiring!!




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