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I have loads of questions about scheduling the MT recommendations on hiring. Can you offer wisdom to a first-time interviewer?

How do you schedule multiple candidates with multiple interviewers? Do the candidates interview with others on the same day as my 2nd interview (first face-to-face), or after my 3rd interview? How many candidates should I be sending to other interviewers? Do I set up an interview results-capture meeting with all of the interviewers for each candidate? Or just one capture meeting that discusses all the candidates?

I'm hiring for a reception and hospitality position that requires staff supervision and a strong ability to convey the institution's mission to tens of thousands of annual visitors (I work under an affiliate of Billy Graham, global Christian evangelist).

INCIDENTALLY: [This is my very first hiring decision. I find the hiring process through Human Resources to be foolish in many regards (one interview allowed, no direct communication from me to the candidate, no training or guidance on how to hire, etc.). However, it is difficult to not sound presumptuous when I suggest we follow MT advice. After all, what do I know? I have no experience. Even if Mark and Mike do. I am cautiously bracing myself for the hand slaps of going outside the fences of standard procedure.]

I've heard Mark allude to scheduling interviews as a forthcoming cast. Any help for me in the meantime?

jrosenau's picture

While not an expert on interviewing, here's what I would say: 

 

How do you schedule multiple candidates with multiple interviewers?

From a practical perspective, get all the interviewers lined up and find out what days/times work best for them then line that up with when the interviewee can make it.  Hopefully you can see their calendars and know what you have to work with.

Do the candidates interview with others on the same day as my 2nd interview (first face-to-face), or after my 3rd interview?

I would do one as the same day as your 3rd interview.  The first and second will tell you if you want to move forward with them, and that way you don't waste any one else's time.

How many candidates should I be sending to other interviewers?

However many make it past your first and second interviews.

 Do I set up an interview results-capture meeting with all of the interviewers for each candidate? Or just one capture meeting that discusses all the candidates?

Each candidate - depending on scheduling, there may be days between candidates and that's plenty of time to forget.

John

acao162's picture

You might also want to consider, after the first round, if you need 3 rounds, plus interviewing with others.  In other words, if you have narrowed down to 2 candidates after the first round, you may only need another interview, plus the input of the others.  We've only ever done 1 round, trying to stick to MT principles more & more (it's a work in progress, since I don't own the process, just help) but essentially, I've not felt (or wished later on) for a second round.  But, my boss & I interview together, after a brief telephone interview to pre-screen candidates (me).

Some positions should have multiple interviews.  I once interviewed 3x for a job selling furniture.  I thought it was a bit much, but since I didn't get the job, I hope the process worked for them.  Honestly, by the 2nd interview, I knew it was going nowhere, but figured I could use the experience as a new grad & hoped for the best.

My point - they should have cut their losses with me after interview 2 and not wasted the CEO's time (seriously, to sell furniture, they brought in the CEO - talk about dedicated to getting the right people on the bus!!).  I was not a fit & we both knew it.

edurbin's picture

I appreciate the responses! Thanks. That all makes a lot of sense.