How it works

Moving to a face-to-face assessment process should be implemented once the job requirements and the ideal candidate capabilities are established. This process typically involves multiple interviews to capture multiple perspectives on each candidate and to present different views of the job, team, work environment, and culture to the candidate. The goal is to create a process that is both candidate-centric and efficient, and that delivers robust insights into the candidate’s fit with the role and organization. The key is to standardize the experience as much as possible, so it is repeatable, consistent, and equitable across all candidates.

The execution of a solid process requires preparation, coordination, and consistency. This should be considered not only a “fit” assessment by the company, but also a presentation and preview of its values, beliefs, standards, and expectations, allowing each candidate to assess how well the opportunity aligns with their strengths, preferences, and aspirations. As such, creating a standardized process flow, interview question protocol, interviewer preparation, and group comparison of candidates is an essential step.