How to plan an interview schedule
April 15, 2022

How to Plan an Interview Schedule

Scheduling interviews can be tedious for recruiters. There are many aspects to consider while interviewing candidates. You want to make sure your job description has attracted potential candidates suitable for your company. You need an efficient interview schedule to complete this process efficiently. 

An organized and streamlined process can turn the most haywire interview schedules into an easily manageable day-to-day activity. A successful interview schedule also considers factors concerning hiring managers and candidates. 

Here is a guide to how to plan an interview schedule for your company.

Deciding the Numbers

It is important to have a definite number of candidates you plan to interview in a day. While your team might shortlist many applications, you want to make sure that you go through each one of them. 

It’s important to avoid scheduling all interviews in one day and overbooking your schedule. Divide the total number into small groups and schedule each group on different days. 

You can group candidates based on their experience level, qualifications or other factors that make them belong to one group. This way, it becomes easy for you to plan the interview day ahead of time for all candidates scheduled for that day. 

Duration for Each Candidate

The next step after deciding the numbers is to allocate time for each candidate per day. Depending on your plan, the time could be distributed in hours or minutes. You don’t want to give each candidate too little or too much time, since you may risk wasting your time on a poor hire by investing too much of your time. 

On the other hand, by giving less time to a candidate, you may miss out on essential evaluation points that would have been needed for the interview. Therefore, it is important to allocate sufficient time to each candidate for a successful assessment. 

Read the Resume

Make sure to go through the resume of all candidates before interviewing them. You do not want to waste time asking questions already stated clearly in the resume. You want to use the time to delve deeper into the contents of the resume to understand the qualifications of the candidates. 

You can also mark the uncertain parts of the resume that you plan on discussing with the candidate during the interview. This helps you manage the interview duration and keep buffer time for the next steps of the process. 

Questions to Ask

The total number of questions you will be asking is the actual backbone of the entire interview schedule. All the scheduling is done around the number of questions each candidate gets. The questions should be relevant to your job description. Ask questions that bring out the skills of the candidates. 

You can start with direct factual questions. Follow up with competency-based questions that target the candidates’ skills, experience, and achievements. Conclude with behavioural questions which demonstrate the candidate’s capability for the job. 

Questions from Candidate

Every interviewer allows the candidates to ask questions at the very end. The questions could be job or company-related. When this moment comes, you need to be ready with your answers. You want to be equipped with the right information to maintain your company’s image. 

Be prepared with answers related to your company’s background, work ethics, culture, management system, etc. Do not take a lot of time to answer the questions you may not know. This will unnecessarily delay the entire schedule. 

Decide Interview Format

Some candidates may not be able to commute to your desired location for the interview. To avoid losing potential candidates due to travel, you should consider phone or video interviews.

Phone interviews are usually used to screen candidates before calling them for a face-to-face interview round. You can use this method to weed out candidates who do not match your requirements. 

Video interviews are the most common format nowadays. This interview process saves time and money for your company. You also can record the interview if you need to show it to other company stakeholders. Depending on the situation, you can choose the best possible interview format that benefits you and the candidate. 

The process of planning and scheduling an interview needs to be optimized. You need to move swiftly through the interview process, ensuring every candidate is evaluated with consideration. 

At AHK Accounting Recruiters, we use a seamless interview schedule to hire candidates across various accounting roles in Ontario. Our team of professionals in accounting recruitment can help you save time by providing you with a list of desired candidates. For more information about our expertise in hiring candidates for accounting roles, call AHK Accounting Recruiters agency at 833-399-1663 or contact us here.

Ailia's background in accounting played a key role in his decision to make a career change into recruitment. The skills he has learned as an accountant go far beyond his professional career. By acquiring strong analytical abilities, assessing financial risks, and evaluating organizations’ internal processes has given him the ability to make sound financial decisions in his personal life with good judgement. His decision to shift his focus to recruitment is driven by his passion to helping others achieve the same level of skills and guiding them to opportunities that will only help to accelerate their experience.

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