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Post-interview team review

Sifting through a long list of job candidates to find the best match for your company can be arduous and time-consuming. In order to progress the interview process, it’s important to have some sound strategies in place that allow you to better identify high-quality candidates.

One effective technique is performing post-interview reviews where you assess a candidate’s talent, skills, personality, etc., and tie up any loose ends. Here are some reasons why post-interview reviews are crucial and the impact they can have on your recruiting.

Easily Compare Multiple Candidates

When you’re interviewing several candidates, the details can get a little murky, and it’s not always easy to make a clear comparison. But when you take notes and review those notes after each interview, you can get a better sense of a person’s strengths and weaknesses. Better yet, you can tell how candidates stack up against one another to decide who would most likely be successful.

You can systematize the process even further by rating each candidate based on different criteria. For example, you might give each person a 1 – 10 rating on things like their experience level, teamwork skills, customer service abilities, interpersonal skills, etc. You could then add up the overall rating so that you have concrete data to aid in your decision making.

Pinpoint Top Candidates

By making a detailed comparison between candidates, you should be able to filter out individuals who are unqualified or ill-fitted for a vacant position and narrow your search down to a few highly qualified individuals. When you’re thorough and perform post-interview reviews, it adds another layer of depth to the interview process – and instead of relying on a hunch, you can utilize legitimate metrics to pinpoint the top candidates. From there, you can hold a much smaller second round of interviews to find the best of the best.   

Streamline Fact-Checking 

When you’re able to narrow your search to just a few people, it prevents you from having to do any extensive fact-checking. By reducing your number of candidates from dozens to say three or four finalists, this saves you from a lot of extra steps because you’ll know exactly who’s worth your time and who isn’t. That way you’ll only have to contact references and perform background checks on a few select candidates.    

When you break it all down, post-interview reviews are an efficient way to organize your candidate evaluation process and avoid unnecessary hiring mistakes. Not only will this greatly improve your odds of finding the right person, it can save you a lot of time and money as well.

For more advice on talent acquisition and getting the most from existing employees, check out our Management Tips.

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