HR departments often create a list of standard questions which are designed to help judge the suitability of a candidate for a vacancy, new role, or even a promotion evaluation. This standard list is often sent to hiring managers who can then choose and modify the questions they think might best be used in any specific circumstance.
Our Interview Coordinator software has mirrored this process so that it doesn’t have to be done manually and added some useful additional search criteria to make it easier for hiring managers to create a list of questions for any specific stage in the recruitment process.
In Interview Coordinator, questions are categorised by the time or stage in the recruitment process at which they are likely to be asked. There are currently 4 categories:-
- Application Questions
- Online screening questions
- Telephone interview questions
- Face to Face interview questions
Each question can also be linked to an attribute or personality trait (see Attributes feature) and because questions are always linked to a campaign record, they are also inherently linked to the job title and job function code associated with that campaign. Users can therefore search for historical questions used to help evaluate candidates for the same or similar roles and where the ideal candidates required similar attributes to the current vacancy.
All campaign contributors can vote for what they think are the best questions to ask the candidates at any stage in the process. They can review a list of questions already added to the campaign, or create new questions to help explore the level of specific skills or personality of the candidates. The Hiring manager can see which questions other contributors think the most appropriate. This helps to build an overview of what other team members think will be the ideal candidate.