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 do organizations measure interview quality?

Organizations measure interview quality by collecting candidate feedback, analyzing objective data like assessment scores, evaluating the effectiveness of hires, and tracking interview metrics such as the number of questions asked and response times. This helps them assess and improve their interview processes.

Why use structured questions in interviews?

Structured questions help ensure that all candidates are evaluated based on the same criteria, making the process fairer and less biased. This consistency leads to more accurate and reliable hiring decisions.

Why measure interview quality?

Measuring interview quality helps organizations identify and address issues in their hiring process, such as biases and inefficiencies, leading to better and fairer hiring outcomes.

How do candidate reviews help?

Candidate reviews provide valuable insights into the interview process from the interviewee’s perspective. This feedback helps organizations understand what works well and what needs improvement, enhancing the overall interview experience.

How does objective data aid in measurement?

Objective data, like test results and work samples, offers a clear and unbiased view of a candidate’s skills and suitability for the role. This data helps make more informed and accurate hiring decisions.

Why are interview metrics important?

Interview metrics, such as how long candidates speak and how many questions are asked, help identify any problems in the interview process. They provide insights into how effectively the interview is conducted and highlight areas for improvement.