Guide
Structure an interview process that actually predicts fit
Design a small, consistent set of interview stages instead of making it up each time.
Keep it to two or three stages
A short call to confirm the basics, a deeper interview on skills and experience, and for some roles a practical task. More stages than that mostly just slows things down.
Decide in advance what each stage is testing
The first call filters for basic fit and interest. The main interview digs into real experience. Don't repeat the same questions across stages.
Use the same core questions for every candidate
Comparing candidates fairly requires asking them broadly the same things. Completely improvised interviews make it hard to compare notes afterward.
Involve one other person if you can
A second perspective catches things a single interviewer misses, and reduces the risk of one person's bias driving the whole decision.
Set a decision deadline before you start interviewing
Know in advance when you'll decide. Interview processes that drag on for weeks lose good candidates to faster companies.
That’s the whole thing.
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