Here's how you can utilize evaluation results to establish objectives for upcoming interviews.

1 Assess Feedback

To start, sift through the feedback from past interviews, both from candidates and your hiring team. This will highlight areas that need improvement, such as unclear questions or inadequate time management. If candidates felt certain questions were irrelevant, you can revise or remove them. Conversely, if the hiring team found certain responses particularly insightful, consider incorporating similar questions in future interviews. This assessment will help you create a more targeted and efficient interview process.

3 Set Objectives

Now, translate your findings into actionable objectives. For example, if time management was an issue, set a strict timeline for each interview segment. If certain questions consistently yield unhelpful answers, replace them with ones that better assess candidate fit. Objectives should be specific, measurable, achievable, relevant, and time-bound (SMART) to facilitate clear improvements in your interviewing process.

5 Practice Delivery

Effective interviewing is as much about delivery as content. Practice your revised questions with colleagues to refine your tone and pacing. This helps establish a comfortable atmosphere where candidates can give their best responses. Remember, the goal is to create a dialogue that feels natural and informative, allowing both parties to accurately assess if the opportunity is the right fit.

6 Review Outcomes

After conducting interviews with your new objectives and questions, review the outcomes. Did the changes result in more informative responses? Were you better able to assess candidate suitability? This continuous loop of feedback, assessment, and adjustment keeps your interviewing skills sharp and your process aligned with your organization's evolving needs.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?