Interview and Select Candidates for Hire

Overview

Getting ready to interview your top candidates includes determining the number of assessment rounds and type of assessments and interviews that will be included in the hiring process. It also involves establishing clear, structured evaluation criteria that is to be consistently applied across all candidates, and ensuring timely and responsive communication and expectation setting with candidates at each stage.

Check out the Interview Structure and Guides page for examples of interview rounds, interview structures, and interview questions.

Key Information to Develop the Interview Plan

Use the questions in the chart below to start gathering the key information that will be used during the interview phase.

INTERVIEW CONSIDERATIONS	DECISIONS TO MAKE
Interview Rounds	How will the interview process be structured from start to finish? Click here for a starting plan / template
Interview Team	Who will be on the interview panels? What steps will be taken to ensure the interview panel reflects the diversity of the organization?
Interview guides/kits for each round	What are the most crucial qualifications, experiences, or attributes we’re trying to assess for each round? What specific questions or tasks will elicit this information?
Evaluation Criteria	What specific rubric, criteria, and/or technical assessments will interviewers use to assess candidates? See Evaluation Criteria
Making Hire/No-Hire Decisions	What process will the interview team follow for decision-making? See here for a primer on the debrief process
Candidate Communications	What pre-prepared communications (e.g., email templates, feedback ) will we use to keep candidates informed at each stage? How will we ensure they receive consistent and clear information about the process, expectations, and next steps? Who will deliver feedback to candidates who interview and are not selected for hire? Check back here for templates you can use as-is or customize