Interview Kit includes pre-determined interview questions, evaluation criteria, and instructions that the interviewer can refer to when conducting an interview session. These are dynamic templates that structure the design of interviews, standardize feedback, and facilitate easy review for the Hiring team.
Interview Kits examples in Hireforce ATS
Component of an Interview Kit
Sections are made up of:
- Template name: A clear identifier for the kit's purpose or role.
- Guidelines: Instructions for interviewers on how to conduct the interview effectively.
- HR Metrics and questions: Specific criteria for evaluation and related interview questions.
- Overall feedback section: A space for summarizing the candidate's performance.
- Notes section: An area for additional observations or comments.
Guidelines
Guidelines provide specific instructions and procedures for the interview position. This will go a long way to help the hiring manager understand the interview process and ensure consistency.
Metrics and questions
Pre-determine a set of interview questions and metrics for the role, these fields can be adjusted and added to suit the position being interviewed. This will be the standard interview structure for all candidates interviewed for that position. There are two types: Standard and Score-based Questions.
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Overall feedback section
Rate the candidate's interview performance based on the guidelines and notes you've taken in addition to any other assessment.
Notes
Add written feedback for the interview, which includes your comments, feedback, or additional info you want to share. This will help other hiring team members understand your decision.
Why should HR team use Interview Kits?
There are numerous benefits to using an interview kit. Different applicants are rated against the same listing of desirable characteristics, thus encouraging an equal comparison. It saves time since the interviewer does not need to formulate spontaneous questions when interviewing. The standardized feedback forms in the interview kits can reduce the personal bias that is liable to be present and make it much easier to compare candidates objectively.
An interview kit could also help the hiring teams do better work together. The kits give a mutually shared framework for assessment and hence make the work of the team members more natural while discussing the candidate; otherwise, they could find it hard to make everyone evaluate the same criteria. It leads to better hiring decisions.
Structured Interviews which include the application of Interview Kits are also crucial from a legal standpoint for organizations attempting to maintain fairness in employment. By applying a consistent interview structure and measuring responses in the same way for each, a company can show that it goes about its business in a fashion that observes equal opportunity for all candidates entering the hiring process.
Interview kits are valuable tools for HR professionals seeking to implement structured frameworks and best practices in the interview process. However, asking the right questions before starting is essential for long-term success.
Consider these four essential questions before creating your own interview kits:
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What is a Structured Interview?
Structured Interviews employ standardized queries as well as assessment techniques that are alike for all candidates, thus making fairness and comparisons easier. The interview kit provides a uniform structure for candidate evaluations.
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