Hire the best people, faster.
Structured Interviewing
Structured interviewing involves having the same interview stages, competencies, and interview questions for all candidates that advance through the job pipeline. The practice has been shown to reduce bias, drive efficiency, and ultimately enable your organization to hire the best people.
The Roadblock
Oftentimes, teams find implementing structured interviewing to be difficult due to the initial effort required when launching a new role. Establishing evaluation criteria and developing role-specific behavioral interview questions can be arduous for a hiring manager when added to their ever growing list of priorities.
The Solution
Leverage artificial intelligence to draft the interview plan on behalf of the hiring manager.
Enter the prompt below in your preferred AI tool. In this example, we use Notion AI.
Review the results and modify them as needed.
Next, send the interview plan to the hiring manager(s) and request their feedback.
Upon approval from the hiring manager, configure the interview plans in your applicant tracking system. This prepares interviewers, ensures pertinent attributes are evaluated, and creates the best experience for the hiring team and candidates alike.
For some, getting started is the biggest hurdle. Fortunately, this approach enables you to jumpstart the process with the minimum amount of information, requiring only a job description and interview stages.
Structured Interviewing Prompt
We are hiring.
We have six interview stages.
1. Recruiter Phone Screen
2. Hiring Manager Screen
3. Skills Assessment
4. Interview Panel 1
5. Interview Panel 2
6. Interview Panel 3
Create six tables, one for each interview stage.
Each table must have two columns only. One column must contain competencies and the second column must contain behavioral interview questions.
The questions must seek to learn about actual experiences of the candidate and be phrased as though they are being asked by a knowledgable and skillful interviewer.
The questions must have three-parts: an initial question and two follow up questions to dig deeper into the initial question. For example, “What has been a situation where you had to be deeply empathetic? What was the outcome? What could you have done differently?”
Include three competencies for each interview stage.
Do not reuse any competencies or questions anywhere.
The questions must be based on this job description:
(Append job description here)
Note
Results generated by AI may require additional prompts or modifications. For example, you may need to remind it to provide unique competencies or to recreate content in table format.
Favorable results are produced when the prompt and job description are entered together, with the description beginning under the prompt.
Do not include confidential or personally identifiable information in AI tools. Always review AI content before sharing.
