If you are leading a search to fill a leadership role, you will want to do some planning to ensure you don’t have an inconsistent interview process. To properly vet your candidates, it is imperative, for both the candidates and the hiring team, that the experience is consistent. Without that consistency, you will reap 3 negative results:
- Unfair comparisons of the candidates
- Increased bias
- Subjective decision-making
If one or all of these are present in your interview process, you are likely to make a poor hiring decision. In this article we’ll explore six process inconsistencies and identify how the three negative results, listed above, can show up due to the inconsistencies.
Six Inconsistencies in an Interview Process and their Resulting Problems
It’s unlikely that you go into a hiring process with the intention of being unfair or creating confusion but having an inconsistent interview process will do just that. Let’s look deeper into these common inconsistencies and the consequences that result.
1. Variability in Questions
PROBLEM: If interviewers ask different questions to each candidate, it becomes nearly impossible to make fair comparisons. For example, one candidate might be asked about their strategic vision for the company, while another might be asked about their experience with financial management.
CONSEQUENCE: This variability means that the responses can’t be directly compared. The strategic vision is a different competency from financial management, so it doesn’t provide an objective picture of who might be better suited for the overall role. Additionally, bias can creep in as interviewers might favor candidates who received easier questions which therefore lead to more competent sounding answers.
2. Inconsistent Formats
PROBLEM: Inconsistent interview formats—such as varying the length of interviews, the setting (in-person vs. virtual), or the interviewers present—can affect the candidate’s performance. Some candidates might excel in a relaxed one-on-one setting but struggle in a panel interview.
CONSEQUENCE: These differences can lead to biased assessments. A candidate might be unfairly judged as less capable simply because they were interviewed in a more stressful or unfamiliar environment.
3. Subjective Impressions
PROBLEM: Without a standardized process, interviewers might rely more heavily on subjective impressions and gut feelings, which can be influenced by personal biases and irrelevant factors, such as the candidate’s charisma or appearance.
CONSEQUENCE: This can lead to a hiring decision based on personality rather than qualifications and skills, resulting in potentially less competent leadership.
4. Differing Interview Panels
PROBLEM: Different interviewers may have different priorities and areas of focus. For example, one interviewer might emphasize leadership style while another focuses on technical expertise.
CONSEQUENCE: This can result in conflicting evaluations and make it difficult to reach a consensus on the best candidate.
5. Inconsistent Feedback and Scoring
PROBLEM: If interviewers do not use a standardized scoring system, their feedback can be subjective and inconsistent. Without a standardized process, interviewers might rely more heavily on subjective impressions and gut feelings, which can be influenced by personal biases such as the candidate’s charisma or appearance.
CONSEQUENCE: These inconsistencies can skew the overall assessment of a candidate, leading to unfair comparisons and potentially overlooking the best fit for the role.
6. Candidate Experience
PROBLEM: Inconsistencies in the interview process can lead to varied candidate experiences. One candidate might have a streamlined, professional interview, while the other experiences delays and disorganization.
CONSEQUENCE: Candidates may perceive the process as unprofessional or biased, damaging the company’s reputation and reducing its attractiveness to top talent.
A Checklist for Avoiding an Inconsistent Interview Process
To avoid these pitfalls, we recommend following a checklist. We’ve provided a checklist below as template to work with.
1. Clearly Define the Role Before Vetting Candidates
- Craft a clear job description outlining the responsibilities, qualifications, and competencies required for the role.
- Identify what criteria is a must-have vs. nice-to-have, for someone to be successful in the role.
2. Standardize the Interview Questions
- Develop a set of core questions that every candidate will be asked, focusing on the identified key criteria.
- Prepare follow-up questions that can be used to probe deeper into specific areas of interest.
[Tip] If you are doing panel interviews, it is also important to know who will be asking the questions. We have additional advice for hiring committees in this article.
3. Establish a Structured Interview Format
- Decide on the number of “interview rounds” as well as the purpose for each round (e.g., technical skills, cultural fit, strategic vision).
- Maintain a consistent format for each candidate, including the interview length, setting and style (panel vs. individual).
4. Standardize Your Evaluation Criteria
- Use a standardized scoring system to evaluate responses. Provide interviewers with clear guidelines on how to rate each answer. (We recommend a simple rating of 1-5 for each of the must-have qualifications you have established. This is a tool we develop for our clients if they want us to manage this piece.)
- Focus on assessing specific competencies and skills rather than subjective impressions.
5. Provide Interviewers with Necessary Training
- Train interviewers to recognize and mitigate their biases.
- Ensure all interviewers understand the importance of consistency and follow the same process.
6. Maintain a Tight Timeline for Gathering Feedback
- As soon as possible after the interview, debrief your team regarding your impressions. If you are not working with a team, be sure to clearly document your impressions. Any passage of time will dull your recollections.
- Collect and document the feedback in a consistent format to ensure fair comparisons.
By adhering to this detailed checklist, companies can ensure that their interview process is consistent, fair, and effective; ultimately leading to better hiring decisions and stronger leadership. If your goal is to hire the best possible candidate, keep your interview process consistent!
If you need help in this area, we would love to come alongside you to be your executive search partner. Reach out and let us know what you are looking for.