The interview grid is an essential tool in the recruitment process. It enables recruiters to structure their interviews and ensure an objective assessment of candidates. This comprehensive guide will help you create an effective grid template.
What are the advantages of a recruitment interview grid?
Building a grading grid offers many advantages for optimizing your recruitment process. It standardizes interviews, guaranteeing fairness and objectivity in the evaluation of candidates. This global vision makes it easier to compare different profiles, and clearly identifies the skills and qualities required for the position. It also reduces any personal bias that might influence the selection process.
What's more, an interview grid improves the quality of hiring. It is based on precise, relevant criteria, ensuring an optimum match between candidate and position.
How to create an effective interview grid?
To prepare an effective grid, it's essential to structure your questions according to the skills and qualities you're looking for.
- Start by clearly defining the assessment criteria in relation to the position to be filled and your company. Identify the hard and soft skills required.
- Use open-ended questions to encourage candidates to detail their professional experience and skills.
- Make sure each question is relevant and contributes to the overall assessment of the candidate profile.
- Include specific sections to assess the candidate's motivations, career plans and personality traits.
- Finally, set up a clear and consistent scoring system to facilitate comparative analysis between candidates.
What information can the evaluation grid contain?
An evaluation grid should include the candidate's personal and professional information. It should also mention the technical and professional skills required for the position. Finally, it's important to include soft skills.
It is also important to include the candidate's motivations and career aspirations. Detailed notes and comments from the recruiter should be included for each criterion assessed. This information helps to structure the assessment and ensure an informed recruitment decision.
What criteria should be included in an interview grid?
The criteria to be included in an interview grid must be aligned with the specific needs of the company and the position. Essential criteria include :
- Technical skills related to the field of activity,
- Relevant professional experience,
- Ability to work as part of a team,
- Communication skills,
- Adaptability and ability to manage stress,
- Motivation and commitment to the company.
These criteria enable a holistic assessment of the candidate's profile, ensuring an optimum match with the position to be filled.
How to structure an interview grid?
Start with an introduction, setting out the interview process and explaining the purpose of each section.
Next, divide the grid into several sections: technical and professional skills, soft skills and personal aptitudes, and finally motivations and career aspirations. Each section should contain relevant questions that measure the candidate's skills and qualities.
Conclude with open-ended questions and a positive end to the one-to-one interview.
How to use this interview grid during an assessment?
How do you evaluate a candidate?
During the interview, follow the grid step by step, asking the questions set out in each section. Write down the candidates' answers objectively and in detail, according to the established criteria. Make sure that all recruiters use the same grid to ensure consistency of assessment.
After the interview, compare the scores of the various candidates to identify the most suitable profiles. Incorporate the results of the grid into your final hiring decision, to guarantee a selection based on precise and relevant criteria.
What additional questions should I ask during an interview?
To deepen your recruitment assessment, follow up with additional questions.
- Factual questions verify the candidate's skills and experience. For example: "Can you describe a project where you used [skill]?".
- Open-ended questions encourage candidates to talk about their aspirations: "How do you see your career development in the next few years?
- Behavioral questions help to understand how the candidate reacts in certain situations. For example: "Tell me about a situation where you had to manage a conflict within your team."
- Probing questions are used to clarify certain answers: "Can you explain your previous answer further?
Optimize your interview grids with an ATS recruitment tool
To optimize your interview grids, use an ATS recruitment tool like Marvin Recruiter. This SaaS software combines an ATS and a CRM. It centralizes data, automates time-consuming tasks and efficiently structures your recruitment process. By integrating Marvin Recruiter, you benefit from optimized candidate management and preparation for the age of artificial intelligence.
Marvin Recruiter is inspired by the best existing tools, such as Hubspot for CRM and Lemlist for sourcing and outreach. It eliminates non-value-added tasks and provides recruiters with the most effective tool possible. It is designed to meet the needs of a wide range of profiles: sourcers, consultants/recruiters, sales people, account managers, managers and executives.
By using an interview grid, you can structure your interviews and guarantee an objective assessment of candidates. This method enables you to identify the best profiles based on precise, relevant criteria. This makes it easier to take the right decision during the recruitment process.
FAQ : Frequently asked questions about the maintenance grid
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What are the 3 types of interview?
The three types of interview commonly used are :
- Factual interview: Focuses on the candidate's technical skills and professional experience.
- Behavioral interview: Evaluates soft skills and how the candidate reacts in specific situations.
- Aspiration interview: Explores the candidate's motivations and career aspirations to understand his or her professional project.
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How do I create an interview form?
To create an interview sheet, start by defining the evaluation criteria according to the position to be filled. Include sections for technical skills, soft skills, motivation and career aspirations. Add a scoring system for each criterion to make it easier to compare applications.
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How do I fill in the professional interview form?
To complete the professional interview grid, rate the candidate's answers objectively and in detail according to the established criteria. Use the comments to justify the marks awarded and to provide an overall view of the candidate's performance.
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What are the trick questions in an interview?
Trick questions are designed to assess the candidate's ability to handle difficult situations. Examples of trick questions:
- "Tell me about a weakness you have."
- "Why did you leave your last job?"
- "Where do you see yourself in five years' time?"
The aim is to see how the candidate reacts and to better understand their resilience and capacity to adapt.
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Sociology interview grid
The sociology interview grid is used to assess the social and cultural aspects of a candidate. It includes questions on corporate culture, ability to collaborate, and adaptability within a team.
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Semi-directive interview grid
A semi-directive interview grid combines structured and open-ended questions. This helps to guide the interview, while allowing the candidate a certain amount of freedom to express his or her ideas and experiences.
To further optimize your recruitment process, integrate an interview grid with Marvin Recruiter. Our ATS/CRM software gives you the tools you need to centralize your data, automate your tasks and prepare your team for the age of artificial intelligence. Among our other features, discover the best CRM and create and manage your databases for optimized recruitment management.
