“Draft:Interview Logistics”的意思、由来-开放百科全书

Interview logistics is the management and coordination of all aspects of job interviews. In the recruitment process, companies shortlist a pool of candidates by hosting numerous job interviews. For candidates that become shortlisted, they usually go through a final round of interviews with the hiring manager and other members of the team. The final interview assesses whether the applicant should be hired by testing abilities and identifying members that match company culture.

Process

Coordinating interviews is normally done by the recruitment and hiring teams. There are multiple steps, check-ins, and tasks need to be finalized to ensure the interview process is efficient and effective for everyone involved.

Interviewer Availability

Interviews take a significant amount of time away from interviewers to work on the core business. This demands a lot of resources for employers and can become problematic in companies experiencing extreme growth.

Interviews have become notoriously unreliable in evaluating potential employees^[1]. Training interviewers to properly assess applicants has become more popular^[2], especially through the use of structured interviews. This approach allows each interviewer to ask the same questions to applicants and allows teams to evaluate and make comparisons between a pool of candidates. By expanding training to all employees in an organization, more interviewers are readily available to interview and become better at assessing applicants.

Selecting Interviewers

If multiple interviewers are available to assess an applicant, the employer wants to ensure the right individuals are deciding on an applicant. Interviewers are usually selected by team members based on availability. But some organizations are bringing more data into this process to remove bias^[3] and select interviewers based on other attributes such as personal characteristics, employment history, and education history.

Diversity in the workforce is one of the top priorities for companies when hiring^[4]. Diversifying interviewer panels helps allow qualified applicants to have better opportunities at being selected. Diversifying interview panels has led to numerous benefits for organizations including higher quality and more diverse workforce^[5].

Scheduling

With work schedules becoming more complex^[6] and the interview process becoming longer with more employees involved^[7], this is requiring employees to spend more time scheduling interviews. Interview schedulers have started to be included in applicant tracking systems and other software such as chat bots have been developed to assist with the scheduling process.

Timely feedback is also critical in the interview process. In most organizations, the hiring manager will be the one to decide on a candidate. But organizations are involving multiple team members to decide on the applicant, leading to more diversity in the workforce and better selection of employees.^[8]

References

1. ^https://work.chron.com/value-importance-job-interview-1660.html
2. ^https://www.shrm.org/hr-today/news/hr-magazine/0616/pages/interviews-that-work.aspx
3. ^https://hbr.org/2016/04/how-to-take-the-bias-out-of-interviews
4. ^https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring
5. ^https://open.nytimes.com/diversity-inclusion-and-culture-steps-for-building-great-teams-ca157bd98c07
6. ^https://www.theatlantic.com/business/archive/2015/04/the-very-real-hardship-of-unpredictable-work-schedules/390498/
7. ^https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/hiring-process-getting-longer.aspx
8. ^https://www.cnbc.com/2018/01/10/google-uses-this-shocking-strategy-to-hire-the-best-employees.html