Pre-Interview Stakeholder Meetings for Effective Hiring
A well-structured pre-interview briefing ensures alignment among stakeholders, streamlining the hiring process. By defining interviewer responsibilities and optimizing the interview process, employers can improve effective hiring and create a fair, consistent candidate experience. Here’s how to conduct a successful briefing.
min
At first glance, an interview may seem simple. You assemble a team to evaluate a candidate based on structured interview questions, key skills, and character assessment. Easy. In reality, effective hiring requires a well-planned hiring process, ensuring a fair and positive experience for the candidate.
A pre-interview briefing sets the stage for a more structured and optimized interview process, benefiting both the candidate and employer. It allows interviewers to align on responsibilities, conduct a comprehensive assessment, and ensure the interviewee receives a fair and thorough evaluation. Win-win.
How to execute an effective pre-interview meeting
Before the initial interview, the interviewer (yes, that’s you) should set up a 15- to 30-minute meeting. Note that you don’t necessarily have to do this for every candidate.
Some cases where this might be useful:
- When hiring for a completely new position
- When more than six months have passed since the role was initially opened
- When the interview panel differs significantly from that of previous candidates.
- In the event of a company transition, such as restructuring or merger
What to include in the pre-interview meeting
A good way to stay organized and keep everyone on track is to send out a shared document. On it, include:
- Link to the job description
- The focus area designated to each interviewer, along with sample interview questions
- A comprehensive overview of the interview process, specifying the responsibilities of each individual involved, from initial screening to extending an offer
- Descriptions outlining the ideal qualities of a candidate (referred to as "benchmark candidates")
Be sure everyone involved has access to the document, is well-versed in the job description, and is aware of the organizational requirements for filling the position.
The Pre-Interview Briefing
During an interview, it is crucial to avoid appearing disorganized or misaligned as a hiring team. The goal is to present a structured interview approach and showcase your company positively to the candidate. Holding a pre-interview briefing before the interview helps optimize the hiring process, prevent oversights, and ensure alignment among stakeholders.
Each interviewer should have clearly defined responsibilities, focusing on specific assessment areas to guide the conversation in a structured and professional manner. This approach reinforces effective hiring practices and presents a well-coordinated image to the interviewee.
Once the team is aligned, it’s essential to establish a clear profile of the ideal candidate. Defining key skills and characteristics ensures a fair, thorough evaluation and helps interviewers assess candidates consistently. If the role has been filled before, past candidates can serve as benchmarks. A well-executed pre-interview briefing not only improves the interview process but can also inspire the team to identify potential referrals for the role.
What if there’s no time for the pre-brief?
If you are facing a tight timeline and unable to conduct a pre-brief meeting, request the hiring manager to share the document that outlines each interviewer's role, the candidate's background, and a description of the ideal candidate. All this to say, it’s important for the hiring team to be just as prepared as the interviewee will be!
For more guidance on attracting the right candidates to your organization, connect with an LHH recruiter today.