We’ve covered how to determine what you need to hire for and getting clear about who that person is. Naturally, the next step is establishing a solid recruiting and interview process. This is another one of those processes that doesn’t have an easy shortcut, but I’m breaking down the best structured hiring practices that will help streamline everything. I dive into how to create an interview plan, map out the flow from phone screener to in-person interview, and explain what to assess at each step. I also address how to limit your unconscious biases and give examples of bespoke situational and behavioral-based interview questions that will give you the answers that you need out of your candidates. 

IN THIS EPISODE, I TALK ABOUT:

• Why it’s important that each candidate goes through the same interview process 
• Creating a great candidate experience 
• Reducing bias and discrimination in your process 
• The simple interview plan that I use and recommend to my clients 
• Why a short project or work sample shouldn’t be seen as a free deliverable 
• An easy way to figure out if someone is resourceful 
• Why it’s helpful to have another team member with you during an in-person interview 
• An overview of things that you cannot ask in interviews

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