How to Measure Interview Quality?

Interviews are the most crucial step in the recruitment process. They decide the makeup of your employee pool and your organization’s frontrunners. However, exceptional organizations need to have high-quality interviews under their belt to build a high-quality and diverse team.

Improving the interview quality is no doubt an arduous task. However, organizations with weak or poor interview quality make for bad hires. Without proper metrics, data, and evidence to make a hiring decision, companies tend to fall back on credentials, making them prone to all sorts of biases. In contrast, interview quality measurement results in quality hiring decisions.

LinkedIn’s Future of Recruiting Report talks about the quality of your hiring process as the “holy grail” to evaluating candidate performance. The same report states that 88% of companies believe using metrics to measure interview quality would be beneficial. 

In this article, we will provide you with five practical ways to measure interview quality. You can improve your process by combining these strategies.

Also Read: 5 Most Common Interview Questions And How To Answer Them

Utilise Candidate Reviews

Several companies use performance reviews as a measure of quality. Ask the interviewee for feedback on the interview process. This includes the questions asked and the behavior/mannerisms of the interviewer. These reviews can be used to understand the mistakes made or the problem areas to work on to improve the forthcoming interview quality.

Use Objective Data and Evaluate Hiring Outcome

Using objective data, for example, standardized assessments or work samples to add to the interview, is beneficial. This would provide a complete picture of the candidate’s abilities and how well they fit into the job role.

Evaluating the interview’s success is necessary to predict the candidate’s performance for the prescribed role. Interview quality measurement can be further improved by using this method correctly.

For example, Suppose the candidate performs exceptionally well in the interview but not on the job. In that case, the interview questions may not have indicated the candidate’s fit for the role.

Also Read: Navigating HR Challenges: Recruitment Strategies For Public Sector

Make a Quality Hire Assessment

This involves gathering specific evidence of comparable past performance using performance-based interviewing. This information mentioned above can be then used to calculate the total score to measure the quality of the candidate hired based on the interview quality. Moreover, measuring post-hire quality uses the same factors as pre and post-interview hiring variances to provide better feedback for process improvement. More often than not, the problems have to do with the lack of clarity regarding the job requirements or the usage of superficial interviewing techniques.

Examples:

1. Hiring manager’s satisfaction surveys
2. Employee engagement surveys for fresh hires
3. Asking managers to rate the new hire’s performance and work

Interview Metrics

Using online metric analytic platforms to measure data is an excellent way to improve interview quality and interview quality measurement. Record your interviews to gather data such as 

• Speaking time 
• Number of questions asked, 
• Follow-up question data 

This will lead to the identification of inconsistent interviews or lack of precision in the questions asked, leading to bad/biased choices in recruitment. All of the above adds to the Interview Quality Score, which can be displayed company-wide.

Interviews are the most necessary goal-defining step in the process of hiring. Companies must conduct high-quality interviews to build a good team; interview quality measurement is the first step.

Barraiser is committed to improving the quality of your interviews and, therefore, your hiring. Take inspiration from the above steps to help better the quality of your interviews.

Also Read: Explained: What Are Game Based Assessments?

Conclusion

Assessing the interview quality is essential to ensure successful hiring. This can be done by examining structured questions, uniform scoring methods, and proper interviewer preparation. In this way, companies can make better hiring decisions. To measure the quality of an interview, it is essential to use structured questions that are relevant to the job and asked equally to all applicants. This ensures a fair and objective evaluation. Companies might benefit from behavioral and situational inquiries that measure necessary skills and talents. Standardized assessment systems are essential for evaluating the quality of job interviews. These systems provide a structured way to score applicants’ responses and compare them objectively. Organizations can reduce hiring bias or subjectivity in the evaluation process by assigning numerical scores or using a competency-based approach.

Also Read: Important Recruitment Metrics You Must Track In 2023

FAQs

How can organizations measure interview quality?

Organizations can measure interview quality through various methods, including candidate reviews, objective data evaluation, quality hire assessments, and interview metrics, as outlined in the provided strategies.

Why is it important to use structured questions in interviews?

Using structured questions ensures a fair and objective evaluation of candidates, contributing to interview quality measurement. This approach helps companies make better hiring decisions and reduces bias in the evaluation process.

Why is interview quality measurement crucial for recruitment?

Interview quality measurement is crucial because it provides a systematic approach to evaluating candidate interviews. Organizations can enhance hiring processes by analyzing structured data, reducing biases, and ensuring fair assessments.

How do candidate reviews contribute to interview quality measurement?

Candidate reviews play a vital role in interview quality measurement. Feedback from interviewees helps organizations identify strengths and weaknesses in their process, facilitating ongoing improvements and creating a more effective interview experience.

In what ways does using objective data contribute to interview quality measurement?

Utilizing objective data, such as assessments and work samples, significantly contributes to interview quality measurement. This approach adds precision to candidate evaluations, offering a more comprehensive understanding of their abilities and alignment with job requirements.

Why are interview metrics considered essential in interview quality measurement?

Interview metrics, encompassing factors like speaking time and question volume, are indispensable for comprehensive interview quality measurement. They unveil inconsistencies, highlight areas for enhancement, and contribute to an organization-wide Interview Quality Score, fostering transparency and continuous improvement.