Use Effective Interview Plans for a Job : Kula

Interview plans are essential for structuring the hiring process, ensuring consistency, and assessing candidates effectively. By creating detailed interview plans, organizations can streamline their recruitment process, enhance the candidate experience, and make well-informed hiring decisions. This guide will walk you through the steps to create an effective interview plan.

Before Getting Started

Define the Interview Plan Objectives
- Identify Key Skills and Competencies: Determine the critical skills and competencies required for the role.
- Set Clear Goals: Establish what you aim to achieve with each interview stage, such as evaluating technical skills, cultural fit, or problem-solving abilities.

Setting up Your Interview Plan for a Job

You can use the Default Interview Plan Template or choose from the following options to create your interview plan:

Select a Template
- Choose a Pre-defined Template: Pick a template that aligns with your role and recruitment process. Templates offer a structured approach and save time when setting up interview stages.
Import from Another Job
- Import an Existing Interview Plan: Use this option to replicate a successful interview process from a previous job posting. This is helpful for roles with similar requirements.

Default Interview Stages

1. Prospect - The initial stage where potential candidates are identified and sourced.

2. Application Review - The recruiter reviews applications to shortlist candidates based on qualifications and experience.

3. Phone Screen - Conducted by the recruiter to assess basic qualifications, communication skills, and cultural fit.

4. Assessment - Technical or skill-based assessment to evaluate the candidate’s abilities relevant to the role.

5. Face to Face - In-person or virtual interviews with hiring managers and team members to assess competencies and fit.

6. Add Stage - Customize this stage as needed for specific roles or additional evaluations (e.g., technical presentations and panel interviews).

7. Offer - Extend a job offer to the selected candidate.

8. Hired - Finalize the hiring process and onboard the candidate.

You can add, edit, or remove interview stages to tailor the process to your needs.

Adding Activities to Each Interview Stage

For each interview stage, incorporate various activities to ensure a thorough and organized process. Here’s how to add and configure these activities:

1. Add Interview

Details

Add Interview Name: Assign a specific name to the interview stage for clear identification.
Interview Type: Choose between a 1-to-1 Interview or a Group Interview based on the stage requirements.
Manual Selection or Interviewer Pool: Decide whether to manually select interviewers or choose from an existing pool.
Add Interviewers: List the individuals who will be conducting the interview.

Schedule Options

Duration: Define the length of the interview.
Manual Selection or Candidate Selection: Choose if the recruiter will schedule the interview time or if the candidate will select a suitable time and date.
Location: Specify the interview format (Virtual, Phone, or On-Site).

Please check our detailed guide in Scheduling here.

Email

Candidate Email Template: Use or customize the email template sent to candidates with interview details.
Interviewer Email Template: Use or customize the email template sent to interviewers with relevant information.

Scorecard

You can create a Scorecard for a specific stage with multiple questions.

3. Add Email - Utilize this activity to send additional communications or reminders to candidates or interviewers as needed.

4. Review

Request Feedback: After the interview, request feedback or a review from the interviewers regarding the candidate’s performance. This feedback is crucial for making an informed hiring decision.

By following these steps, you can create a structured and effective interview plan that enhances your hiring process and helps you make informed decisions.