There is umpteen variety of interview strategy that one can adopt to assess the skills of the candidate. But hardly do you find anything that would help to assess the interview itself. Yes, you read it right. Vetting skills of the candidate and making sure whether he/she would be the good fit in your organisation is important but it is equally significant to maintain or improve the interview quality itself.
Many times, the interview process itself lacks essential elements to conduct an effective interview, thus having your interview process tested once in a while should definitely give you some fruitful results.
We've got the point that assessing interview should be a part of your overall recruitment strategy, but how do you go about it? Before I talk about the strategy to do so, let me give you a small explanation of a very interesting idea which could then help you to grasp the concept better.
Job shadowing and cultural fit
Let's be a little practical about interviews. Candidates will say yes to almost anything once their technicals skills have been tested. In other words, their first priority is to crack the interview and eventually get hired. Which is why they would normally agree to almost anything. Hence, it is impossible to vet for cultural fit in the interview itself. If you have ever experienced taking interviews then you must know the difficulty associated with it.
This is the big problem that many organisations don't realise. Though candidate can imbibe the culture of the company but if someone doesn't want to put any effort to adapt to the culture then you would eventually have to let the candidate go. Under most of the cases, you don't even have to put much effort into it, as the candidate usually steps forward to put down the papers.
It is a big loss and a tight slap to the whole recruitment process. Thus, in order to avoid such situation, companies practice the strategy of job shadowing.
In it, the candidate would be asked to spend a day or half with the peer to experience day to day activities pertaining to the job role. The candidate just has to notice every itsy bitsy detail of each task. Then finally they are asked if they would like to work in the environment.
It works on the same principle, but of course, the objective would be different in the interview shadowing. Here, the idea is to see if there is any loophole or gap in the interview. But, this process is not easy to execute in every kind of interview.
Valuation becomes difficult and rather awkward in face to face interviews. If you are a candidate and you see one person is just observing the conversation between you and the interviewer then the chances of you being creeped out are really high.
This is the reason interview shadowing is more popular among remote interviews, where the conversation can be recorded and one can later examine the flow of the interview. This process is indeed very efficient and quality of interviews is also well maintained.
The very example of this process is aircto where each and every interview gets recorded and examined to see any flaws in it. In the end, the quality of interviews aircto manages to conduct is beyond compare.