We often review hiring processes for clients who feel they keep choosing the wrong people. The interview is usually where things go wrong, and it is usually easy to fix.
Decide what you are looking for first
Before the first candidate arrives, write down the three or four things the person must be able to do in their first six months. Every question should connect to one of them.
Ask about real situations
"How would you handle a difficult client?" invites a rehearsed answer. "Tell me about the last time a client was unhappy with your work, and what you did" is much harder to fake.
Use the same questions for everyone
If each candidate gets a different conversation, you end up comparing personalities rather than abilities. A short, shared list of questions keeps the comparison fair.
Score straight away
Ask each interviewer to score the candidate before they talk to each other. Otherwise the most confident voice in the room tends to decide.
None of this needs special software. It needs a little preparation and the discipline to stick to it.
